Reframing generational stereotypes to foster a supportive workplace

For years, behavioural scientists have been trying for years to understand the subtle differences that define how different genders behave, albeit to varying degrees of success.

In an increasingly connected world, this challenge has grown even more profound, especially for younger people. For example, a recent study from Morning Consult found that men and women in Generation Z have specific differences when it comes to choosing how they spend their money and free time.

Transferring these differences to the workforce, why is it important for organisations to understand generational diversity, HRM Asia asked Rachele Focardi, Founder and CRO of XYZ@Work and a Multigenerational Workforce Strategist.

“With over two decades of experience working with diverse organisations, employees, and managers across generations, I’ve learned that understanding generational nuances is key to building effective talent strategies,” she said. “This is especially crucial for addressing Gen Z’s evolving behaviours and preferences, which are shaping the future of work.”

To further help organisations strengthen their talent attraction and retention strategies, Focardi also offers six key tips to better understand generational nuances.

1.   Tailoring communication strategies

Understanding how Gen Z men and women engage with different social media platforms can transform recruitment and employer branding. Gen Z women gravitate toward community-focused platforms like TikTok, Instagram and Pinterest, making these ideal for sharing employer value propositions (EVP) that highlight inclusivity, growth, and work-life balance.

“Understanding generational nuances is key to building effective talent strategies. This is especially crucial for addressing Gen Z’s evolving behaviours and preferences, which are shaping the future of work.” – Rachele Focardi, Founder and CRO of XYZ@Work.

In contrast, Gen Z men prefer information-driven platforms like Reddit and X. Organisations can appeal to them with recruitment campaigns focused on problem solving, technical challenges, and innovation, fostering deeper engagement and meaningful interactions with potential talent.

2.   Gamified recruitment and engagement

Gamified recruitment, which incorporates game elements into the hiring process, can make the experience more engaging and appealing, particularly for Gen Z men. With 77% of Gen Z men involved in gaming, using strategies such as virtual challenges, simulations, and competitions can especially attract tech-savvy candidates, enhancing the overall appeal of the recruitment process.

Beyond recruitment, gamification can enhance employee engagement through learning platforms, team challenges, and friendly competitions. This approach resonates with Gen Z men’s love for competition and can also be adapted for more collaborative, community-driven experiences that appeal to Gen Z women, making work more dynamic and rewarding.

3.   Employee Resource Groups (ERGs) for recruitment and engagement

Leveraging Employee Resource Groups (ERGs) in recruitment and engagement can help attract and retain Gen Z talent, especially women who value community and collective support. ERGs centered on shared identities or causes, such as gender or sustainability, highlight a company’s commitment to diversity, equity, and inclusion (DE&I).

By showcasing ERGs, companies offer candidates a clear path to join or volunteer in these groups, aligning with their values. Involvement in ERGs boosts long-term engagement and satisfaction by fostering a sense of belonging and purpose at work.

 4.   Addressing diverse motivations and leisure preferences

Gen Z men are more involved in gaming, while women lean toward streaming platforms like Netflix and Hulu. Employers can tailor perks like gaming tournaments or streaming subscriptions to enhance engagement and satisfaction.

Since Gen Z women are more community-driven, mentorship programmes and collaborative environments can help them thrive. For Gen Z men, fostering individual achievement through gamified learning or competitive hackathons may be more effective.

5.   Building financial wellness and support systems

Many Gen Z employees struggle with financial insecurity, impacting their work performance. Offering financial literacy programmes, salary transparency, and career advancement opportunities can ease these concerns.

By investing in tailored financial wellness programmes, such as workshops on managing debt or long-term savings plans, companies can position themselves as partners in employees’ overall wellbeing. Supporting financial health aligns with Gen Z’s values and fosters long-term loyalty.

6.   Fostering inclusive workplace cultures

Differences between Gen Z men and women in valuing community versus individualism highlight the need for inclusive, flexible workplaces. Promoting psychological safety, where employees can express themselves and collaborate, attracts particularly Gen Z women who value community.

Meanwhile, Gen Z men may prefer environments with opportunities for individual projects and leadership roles, although both genders benefit from a workplace that offers flexibility to pursue personal and collective goals.

READ MORE: Gen Z and millennials in Asia-Pacific want purpose, sustainability in jobs

“By using insights into Gen Z behaviour, incorporating gamified recruitment and ERGs, organisations can develop nuanced strategies that respect the diverse needs of both genders, fostering a supportive workplace that drives engagement, productivity, and long-term success,” concluded Focardi.