The importance of diversity among the Gen-Z and its implications on diversity management at the workplace
Kolb, Sabrina Michelle (2023)
Kolb, Sabrina Michelle
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023082624991
https://urn.fi/URN:NBN:fi:amk-2023082624991
Tiivistelmä
As a new generation is now entering the labor market, it is essential to know which role diversity plays in the Gen-Z's decision for an employer and how important the topic is for them as an employee. This knowledge thus enhances organizations' abilities to implement diversity management measures targeted to Gen-Z. This is decisive as in times of 'war for talents' attractive employer offerings can influence an applicant's decision for or against an organization.
A quantitative study among 114 individuals aged 17-26 with international, but mainly German nationality background was conducted. The results were gathered by an online survey during the period between 3rd April 2023 and 23rd April 2023.
The theoretical part composes the development of diversity management including its legal framework and discusses the concept of diversity, its dimensions, and management. Moreover, the necessity, benefits, and challenges of diversity management are noted. The paper also composes the process of effective diversity management and its implications for human resource management. The theoretical part additionally summarizes the key characteristics of the Gen-Z.
The study results show that diversity at the workplace is important to the Gen-Z. They see a necessity for diversity management, especially in the training and career development process of organizations. Even though diversity is not among the top priorities that an employer must offer them, it can be a critical criterion to decide for a certain organization. The Gen-Z perceives diversity management to be a corporate task for whose success every individual is responsible. The main goal of diversity management is seen in the creation of a diverse and inclusive work environment. The research confirms that organizations should position themselves toward diversity. It is necessary to invest (non)-financial resources in appropriate diversity management to foster a diverse and inclusive corporate culture right at the entry point of an employee lifecycle. This prevents the issue of subgroup divisions and discrimination. Meanwhile, it fosters creativity and innovation. Having role models and supporters of diversity among HRM and top management can guide employees toward the acceptance of workplace diversity
A quantitative study among 114 individuals aged 17-26 with international, but mainly German nationality background was conducted. The results were gathered by an online survey during the period between 3rd April 2023 and 23rd April 2023.
The theoretical part composes the development of diversity management including its legal framework and discusses the concept of diversity, its dimensions, and management. Moreover, the necessity, benefits, and challenges of diversity management are noted. The paper also composes the process of effective diversity management and its implications for human resource management. The theoretical part additionally summarizes the key characteristics of the Gen-Z.
The study results show that diversity at the workplace is important to the Gen-Z. They see a necessity for diversity management, especially in the training and career development process of organizations. Even though diversity is not among the top priorities that an employer must offer them, it can be a critical criterion to decide for a certain organization. The Gen-Z perceives diversity management to be a corporate task for whose success every individual is responsible. The main goal of diversity management is seen in the creation of a diverse and inclusive work environment. The research confirms that organizations should position themselves toward diversity. It is necessary to invest (non)-financial resources in appropriate diversity management to foster a diverse and inclusive corporate culture right at the entry point of an employee lifecycle. This prevents the issue of subgroup divisions and discrimination. Meanwhile, it fosters creativity and innovation. Having role models and supporters of diversity among HRM and top management can guide employees toward the acceptance of workplace diversity