Serving Organisation Realness: Understanding Generation Z in the Workplace

Luisa Bater

4 min read

As Generation Z (born roughly between 1997 and 2012) continues entering the workforce, values-led organisations have a valuable opportunity to attract, engage, and retain the next wave of talent. Shaped by rapid technological advancements, social justice movements, and global events like the COVID-19 pandemic, Gen Z brings fresh perspectives, digital fluency, and a strong sense of purpose to their work.

However, it’s important to remember that Gen Z is not a homogenous group.

While common trends and values emerge, individual experiences, backgrounds, and priorities vary widely. Non-profits that take the time to understand and adapt to these nuances will be best positioned to build workplaces where employees can thrive.

What Matters to Gen Z at Work?

From an HR perspective, Gen Z presents both new challenges and exciting opportunities. Unlike previous generations, they have grown up in a world where digital connectivity is second nature. This means they expect seamless integration of technology in all aspects of work.

Their tendency to be comfortable with digital platforms is an asset for non-profits looking to modernise operations, improve communication, and expand their reach. HR teams can support this by:

Offering digital skills and AI training to keep up with evolving tools
Encouraging social media engagement as a means of advocacy and outreach
Adopting tech-driven recruitment strategies to meet Gen Z where they are

Beyond their digital proficiency, Gen Z is widely recognised for prioritising values-driven work. Many actively seek employment that aligns with their personal beliefs, with issues like social justice, equity, and sustainability being key motivators. This makes the voluntary and non-profit sector a natural fit, but alignment on mission alone isn’t enough—Gen Z wants to see tangible impact.

To engage them effectively, organisations should:

Showcase real-world impact through authentic employee branding, storytelling and transparent data
Provide opportunities for direct engagement with beneficiaries and projects
Be upfront about organisational challenges and solutions rather than presenting a polished, corporate image

Navigating Expectations: Work-Life Balance, Flexibility & Wellbeing

One of the biggest shifts with Gen Z is their strong emphasis on 'work-life balance'. Having seen previous generations struggle with burnout, they are determined to set firmer boundaries around their time, wellbeing, and mental health.

For non-profits—where passion and commitment often go hand in hand with long hours and limited resources—this expectation can feel challenging.

However, integrating flexibility and wellbeing initiatives doesn’t mean compromising on productivity. In fact, organisations that support their employees’ wellbeing often see higher engagement and retention. Consider:

Flexible scheduling and hybrid work options where possible
Mental health and wellbeing initiatives, recognising the emotional toll of non-profit work
A culture of open communication and autonomy, ensuring employees feel heard and valued

Career Development: More Than Just a Job

More than any other generation, it appears that Gen Z employees don’t just want a paycheque—they want growth, learning, and purpose in their roles.

This generation is highly career-conscious and seeks workplaces that offer opportunities for continuous development. If they feel stagnant, they won’t hesitate to look elsewhere.

To support Gen Z in their professional journey, non-profits and other values-led organisations can:

Create clear career pathways, even within smaller teams
Offer mentorship programs and leadership training
Provide regular feedback and tailored learning opportunities that match individual strengths and interests

Importantly, career development isn’t just about promotions—it’s also about skill-building and diverse experiences. Many Gen Z employees are interested in portfolio careers, where they gain expertise across different areas rather than climbing a traditional linear career ladder. Organisations that embrace cross-functional learning will likely see higher retention rates.

Keeping Gen Z Engaged in the Non-Profit Sector

Retention is a challenge for many employers, and with Gen Z known for shorter job tenures, non-profits must think strategically about how to keep their teams engaged. While salary will always be a factor, meaningful work and a sense of belonging often matter just as much.

To foster a workplace where Gen Z employees want to stay, HR teams can focus on:

Encouraging transparent leadership and accessibility at all levels
Recognising contributions regularly, both formally and informally
Providing opportunities for employees to shape decision-making and contribute ideas

At their core, Gen Z values authenticity, inclusion, and impact. Organisations that embrace open conversations, continuous learning, and workplace wellbeing will not only attract top talent but will also nurture a generation of committed, passionate changemakers.

Final Thoughts

As Gen Z continues reshaping the workforce, charities, non-profits and other values-led organisations must evolve alongside them. Rather than viewing generational differences as challenges, there’s an opportunity to tap into Gen Z’s strengths—digital fluency, social consciousness, and adaptability—to drive meaningful change.

The key is to listen, learn, and be open to new ways of working. By fostering flexibility, purpose-driven engagement, and career development, non-profits can create workplaces that don’t just attract Gen Z talent—but truly empower them to thrive.

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