Nothing ever remains the same and workplaces around the world are no exception. While Generation X and millennial employees valued a good salary and work stability the most, the expectations Gen Z have for their employers are vastly different. Those employees not only want competitive compensation and benefits, but they also prioritise flexibility, work-life balance, company culture, mental health support, career development and purpose-driven work.
If employers are to budge, this ambitious, tech-savvy generation will reshape workplaces to align with their values. Employers who fulfil their expectations will attract top talent and build an engaged workforce.
“Flexibility is important to us. I've seen how my parents came home tired because work drained them. We are willing to work hard, but we want to have time to take care of ourselves and our families,” says Karolin Antony, a 20-year-old intern doing a BSc in psychology and HR at Middlesex University in Dubai.
“Although I have nine months of internship experience, I wouldn’t expect a big position in my first job as I am looking to gain experience. But I should be included in work rather than just be asked to fetch printouts or make coffee.”
She stresses that Gen Z – people born between 1997 and 2009 – values diversity in the workplace. That generation is attracted to how a company projects itself to the outside world, provides a nurturing environment for workers and promotes career development, Ms Antony adds.
“Gen Z also chooses to pursue side hustles because they know nothing lasts permanently, especially with the onset of artificial intelligence,” she says. “I love doing my current HR work, but I'm also trying to look into the stock market and trade in Bitcoin.”
Gen Z is expected to make up about 27 per cent of the workforce by 2025, according to the World Economic Forum. By 2035, Gen Z will be the largest generation in the workforce, according to management consulting firm Arthur D Little.
More than half (52.5 per cent) of respondents to a 2024 survey in the UK by training company Impellus selected technical know-how as a key strength demonstrated by Gen Z in the workplace. Being “socially and environmentally aware” came second, with nearly half of respondents (49.2 per cent) selecting this as a key strength.
Wanting quick wins and fast progression, getting easily bored and happy to “job-hop” were key challenges presented by Gen Z, the survey revealed. But more than a third of those polled (36.1 per cent) said their experience of working with a Gen Z colleague is positive.
The rate of job changing by the Gen Z workforce has risen by 134 per cent than the 2019 level, according to LinkedIn data last year. The average job tenure for Gen Z individuals is two years and two months, the French Chamber of Great Britain found in 2023.
Carol Dsouza, a 25-year-old senior recruiter in Dubai, explains how many Gen Z in the UAE can obtain a golden visa if they fare well in university. This makes some of them believe they are entitled to a higher pay. But this is not possible because they need to learn a lot of skills through experience, she says.
Ms Dsouza, a Gen Z herself, says that if she were to look for a new job, her first consideration would be salary, given the rising cost of living. However, she suggests her cohort to have realistic salary expectations and demand compensations according to their work experience.
She describes many interns and young people who “don't want to move a finger” but still expect a salary. She attributes this to how Gen Z have good family backing.
“I also look forward to flexibility at work, considering the current traffic trends. But if Gen Z is left to their own devices or given a full work-from-home scenario, there's too many distractions, so a hybrid work model is best,” Ms Dsouza says.
“They may focus on side hustles such as online trading if they work from home completely.”
She adds that Gen Z values company culture and prefers to work in an organisation that treats everyone equally and does not look down on junior employees. This generation does not respect hierarchy much, she adds.
The cohort also prefer to work for companies that promote mental health and well-being, she explains.
“My employer provides duvet days, where they don’t ask why you are off and respect that you have something going on personally,” Ms Dsouza says.
A good company culture, offering incentives, organising team-building activities and taking employees out, will help to retain Gen Z workers, she adds.
Companies need to demonstrate they are invested in growing Gen Z careers because “they don't have a big urge to work” owing to a safety net, she says.
Nicki Wilson, owner and managing director of Dubai-based consultancy Genie Recruitment, says there is a disconnect between expectations and reality, which is a challenge with Gen Z job seekers.
“Gen Z employees are bright, ambitious and highly digitally savvy. However, they also have strong expectations around career progression,” she says. “Many graduates assume that having a degree will automatically land them a high-paying job, only to be met with the reality that experience, effort and very strong resilience are key differentiators in the job market.”
Although Gen Z does not want to go through the grind of long work hours like the previous generations and prioritises work-life balance, interns and junior employees should realise that hard work during the early years of their careers is what will set them apart from the crowd and that is the fastest path to career progression, Ms Wilson says.
There is a clear shift in job preferences among younger professionals. Traditionally, careers such as medicine, law and teaching were the go-to options but today, there is a surge in interest in roles related to social media, content creation, marketing and HR, Ms Wilson adds.
“Employers today value practical work and demonstrated skill over a traditional CV,” she explains. “If you are looking to stand out, be proactive, build real skills, gain experience and prove your value. The future of work is evolving, and those who can blend creativity, digital savviness, some experience and then throw in the hustle will grow and build a great career.”
Given the changing trends in what younger employees demand from their employers, businesses must strike a balance of providing growth opportunities, mentorship and flexibility, while also ensuring commitment and accountability from Gen Z employees, Ms Wilson adds.
Nevin Lewis, chief executive and principal consultant of Black & Grey HR, says Gen Z in the UAE is not a single group with the same expectations. Emirati Gen Z prioritise career growth and jobs that align with the country's vision, while expat Gen Zs who grew up in the Emirates want flexibility, high salaries and jobs that match their passions. They have seen a comfortable life and are not necessarily willing to “struggle” their way up, he says.
Gen Z moving to the UAE from countries including India, Egypt and the Philippines are more open and practical. Job security, financial growth and getting a UAE visa are their main priorities. They are willing to take on tougher roles, work long hours and build their way up because they have seen how competitive the job market in their home countries can be, he adds.
“Gen Z want freedom. They’re not willing to just follow orders – they want to know ‘why’ and expect companies to listen to them,” Mr Lewis says.
“They don’t believe in waiting. They want quick feedback, career growth in a year or two, and if they don’t get it, they’ll leave. Unlike older generations who stuck it out for stability, Gen Z will switch jobs as soon as they feel unfulfilled. Companies that fail to keep up with this mindset will struggle to retain them.
“They want structured career paths, mentorship and training programmes. A yearly appraisal isn’t enough. They expect frequent validation for their contributions. They want to work for companies that align with their values, whether that’s sustainability, diversity or innovation.”
Gen Z prefer to work in digital marketing, brand management and influencer relations as these roles give them a social edge, he explains.
Government jobs and large corporations are their top choices because of stability, salaries and brand reputation. It is a lot easier for companies with strong employer branding to attract Gen Z talent in the UAE, Mr Lewis says.
Mohammad Osama, chief executive of recruitment company GRG, says Gen Z expect their management’s direction and expectations to be backed up by a narrative that makes sense to them.
“Their default is to assume that management direction may be old-school and has not really had a rethink in terms of modern-day realities and challenges," he adds.
They want clear communication on how they can add value to the company at a more macro-level and “objective” criteria for promotions, he says.
Gen Z prefer to take on roles in tech companies, preferably product department roles in companies that make apps they use, as well as jobs that contribute to environmental sustainability, Mr Osama adds.