Beyond inclusion: Cultivating belonging for Gen Z in the workforce

The Black Lives Matter movement ushered in a new era of awareness among companies looking to square up and meet the moment. The corporate response was swift, vocal, and visible, but now — as Gen Z fully enters the workforce — workplaces must walk the walk. 

This generation, defined by its diversity and progressive values, is the most diverse age group yet in the U.S., with 48% identifying as BIPOC and 1 in 5 as queer. To fully harness the potential of this diverse talent pool, organizations must go beyond paying lip service to inclusive practices and build internal support systems that ensure Gen Z workers feel a genuine sense of belonging. Here are four steps that translate the promises of DEI into actionable steps.

Clear career pathing: Empowering talent with clarity

Underrepresented talent often face challenges accessing the full array of available career advancement opportunities within their organizations. Companies should prioritize clear and transparent career pathing to eliminate the guesswork and quell the fear factor. By outlining the various promotion tracks and development opportunities, organizations remove ambiguity and provide a roadmap for advancement. 

By clearly defining available career paths within the organization, companies reduce subjectivity and provide equal opportunities for advancement. Programs that encourage internal rotation of roles allow talent to explore different departments and identify new strengths without having to career-hop. This flexibility encourages personal and professional growth while boosting retention.

Redefining mentorship: Learning and collaboration as a two-way street

Traditional mentorship programs have been geared toward imparting knowledge to junior staffers. They are powerful tools for fostering professional growth, but organizations should also consider embracing reverse mentorship. In this gear-shifting model, early-career talent can take the wheel as mentors themselves, sharing their insights, knowledge, perspectives, and even technical skills with more experienced colleagues. 

This approach creates a mutually beneficial bond, empowering diverse talent to have their voices heard, contribute to decision-making, and shape the future of the company while bringing seasoned colleagues up to speed on new trends and technology.

Championing reflection time: Fostering connections and sharing experiences

With the rise of remote work, casual water cooler bonding is no longer an option for many starting out their careers. With increasingly distributed teams, supporting diverse Gen Z talent means providing a safe space for reflection and connection. 

Opening opportunities for employees with similar backgrounds or experiences to connect and share their journeys, whether onsite or virtually, is a big piece of the puzzle. Employee resource groups (ERGs), affinity networks, or informal gatherings can serve as platforms for building a supportive community within the organization. These interactions help break down barriers, enhance collaboration, and create a healthier work environment.

Level the playing field with scholarships and internships

Internships were once a luxury afforded to only the fortunate few students and recent graduates from backgrounds financially stable enough to support them through a stint of unpaid work. This practice was another brick in the wall of exclusion for many students and young professionals from households that struggle with finances. 

A 2022 report found that the average Black student loan borrower in the U.S. takes on almost 50% more debt than their white peers. They owe an average of $25,000 more after a bachelor’s degree. This substantial debt burden has far-reaching consequences, extending beyond the early stages of one’s career. As highlighted in a Brookings report, the impact of interest compounds the issue, with 51% of white borrowers facing loan balances that surpass their initial borrowing amount. The situation is even more challenging for Latinx borrowers, where nearly 60% experience the same predicament, and for Black borrowers, the number rises to 75%.

Intersectionality also comes into play, revealing additional gender-based layers of disparities. Women, in particular, face higher levels of debt compared to their male counterparts and require an additional two years, on average, to fully repay their loans. 

Organizations seeking to lay the foundation for future success can counterbalance these inequities by offering scholarships and paid internships that attract diverse talent from a variety of backgrounds. 

Read more: Why we need to talk to Gen Z, not about them

The ROI of belonging

By removing financial barriers and ensuring fair compensation, organizations contribute to a more equitable and inclusive job market where belonging is a key part of the equation. Investing in scholarships for continued education and professional development also pays off in dividends for organizations that reap the benefits of upskillled workers. 

The bottom line? Companies should put their money where their mouth is when it comes to cultivating a workforce that thrives on diversity, innovation, and shared success.

Milena Berry, CEO of PowerToFly, a diversity recruiting and retention platform.