The EHL Women in Leadership Day (WIL Day) brought together industry professionals and students to discuss inclusion in workplaces. Participants from Generation Z shared their views on what DEI (diversity, equity, and inclusion) means to themselves. The participants emphasized the need for authentic leadership, which prioritizes a feeling of belonging as well as access to diverse voices within the organization. The key message of their presentation was that the workplace has changed as a result Gen Z’s professional attitude and Tech is helping to push the boundaries further.
This year we held our third Women in Leadership International Women’s Day (WIL Day) is celebrated. Around 100 people participated in the event. Half of them were selected students. The other half consisted of seasoned professionals such as hoteliers, board members and industry executives.
WIL Day this year focused on the importance and value of inclusion amid a growing tide of hostility toward diversity, equality, and inclusion. Recently, certain economic and political actors have used social media to fuel a surge of nationalism, polarization and question the value diversity and inclusion initiatives. We chose to not shy away from the topic because it is so important to Gen Z, which is the most diverse group in history.
Reports by DeloitteGallup, McKinsey, and PwC have shown that more than 80% of Gen Z values DEI. This influences their decision to join or stay with a particular company. Moreover, 63% of Gen Z employees expect their workplaces to encourage inclusive decision making. Gen Z employees are 2.4 times as likely to be engaged in their work if they feel that their leaders are inclusive and supportive. Gen Z workers are also more likely to leave their jobs if they feel that the company lacks diversity and inclusivity.
WIL Day saw a significant shift in the approach of the next generation to leadership and the workplace. Our students—essentially Gen Z digital natives with a global mindset—are not only more vocal about inclusion but actively demand it as a non-negotiable aspect of their personal and professional lives. For them, inclusion is not just a checkbox or corporate KPI. It’s a way of life. We realized, as we listened to young men and women discussing the future of the workplace, that DEI was no longer just about achieving minority representation. It’s about reimagining tomorrow’s workplace and leadership styles.
Workplace Attitudes according to Gen Z
Digital freedom and growth opportunities are both included. Gen Z is reshaping workplace expectations. Their values and behavior are beginning to redefine what an fulfilling career looks.
GrowthA job for Gen Z is more than just a paycheck. They expect to be challenged and grow in their job. Feedback is not a criticism, but a way to gain deeper insights. This will lead to increased skills and responsibilities. Personal development is a priority for them; they expect that it will be integrated into the company’s structure. The idea of being in the same job for eternity is not a possibility. Learning and development should be offered by organizations from the beginning of employment. This is because moving quickly through the ranks has to be a priority.
During my first summer internship, my manager questioned me about my career goals. When I answered ‘I expect to be a Hotel Manager before I’m 30′, they shook their heads and laughed at me. My guess is that the response was a result of generational differences. However, among my peers we find this attitude to be totally normal. As soon as we climb the ladder of success, we expect to make regular progress. Sophia Hess, Bosc 2, speaking at the WIL Event
Goals: Different approaches to setting goals are used. Gen Zers don’t only care about money or promotions; they are driven by purpose. Their work should align with their values – from innovation to sustainability, and from work-life to climate change. They care about achieving meaningful, clear goals. But they also care about the journey to achieve those goals. It’s not necessary to make recognition grandiose. An acknowledgement that is thoughtful or a chance to tackle new challenges will go a long ways. It is important that their contribution is seen and appreciated. They thrive in environments that don’t measure success by numbers alone, but instead focus on impact.
Mindset: The mindset of the group is rooted in kaizenThis attitude favors progress over perfection, learning through doing, remaining curious, being adaptable and reinventing approaches. This mindset favors progress rather than perfection, learning by doing, remaining curious, being flexible and reinventing methods. Gen Z does not find it difficult to reinvent themselves or relocate professionally. A self-directed approach to learning allows Gen Z to rapidly pivot careers in response emerging trends or personal interest.
Tech: Gen Z is aware of the fact that AI has changed the way we work. Many people now accept remote work as a norm. Today’s young professionals are more mobile than ever, their working personas defined as ‘global citizens’ or ‘digital nomads’ – i.e., untethered to one location and free from traditional working constraints. They are truly free to explore the entire world, virtual and real.
The current generation views technology as a tool for creativity and autonomy. Gen Zers are confident to pursue career options outside of traditional employment structures because they have a high level of digital literacy. The fear of being stuck in an old routine is greater than that of major changes. They are not only responding to the ever-changing world of work but also a proactive strategy for thriving in it.
Belonging: Gen Z sees belonging as something shared by all. It is a responsibility that must be nurtured. everyday interactions It is part of the organization’s culture. Be aware – these companies aren’t just waiting for other companies to catch up. They are instead building their own ecosystems (peer mentoring groups and online communities) to support one another and work together for collective progress.
One of our students eloquently explained, I don’t want to stand out as the only female in the room. I want to feel like I’m part of a group, and the room should reflect my world.
This sentiment captures exactly what Gen Z asks for. Not token gestures but true diversity that reflects their world’s complexity and richness.
Gen Z Leadership Expectations
The attitudes mentioned above have been key in bringing the concept of ‘reverse mentorship’ to the table. It is indicative of a shift in leadership styles that younger employees are able to offer new insights to senior management, particularly when it comes technology and social trends.
For Gen Z, the key to leadership is not about authority or power, but rather about inspiring collaboration and innovation. Leaders who are both approachable and confident, who care about people more than processes, and who respect them over processes are what they want. They want coaches, not authority figures. Younger generations are challenging the idea that leaders need to have all the answers. Instead, they want leaders who are open to learning and growth.
Status should not hinder innovation. Leadership is seen as shared and fluid, where ideas can come from anywhere – hence, Gen Z’s commitment to inclusion and diversity. For them, the free flow of ideas and democratization in how they are considered is a fundamental rights.
DEI Starts at Recruitment
The first step in creating an inclusive workplace is to start long before you even begin your job. It begins with how and where businesses recruit. They must ensure they reach diverse talent pools, and present an authentic image of themselves. DEI company culture. During onboarding, inclusion must be integrated into the fabric of new employee integration and should remain a constant in the feedback loop through their career path.
All employees, Gen Z and Boomers alike, need safe spaces where they can express their concerns and help shape the culture.
