When we hear companies say they “don’t want to hire Gen-Z”, it raises eyebrows. Bringing younger folks into the workforce isn’t just necessary—it’s smart business.

We recently teamed up with Larissa May from #HalftheStory to create the Digital Civics Academy. It’s all about helping Gen-Z navigate the digital world and stay mentally healthy. This partnership is a big deal, especially for Gen Z. They’re tech whizzes, sure, but they also care deeply about social issues and mental health.

We’re tackling digital wellness head-on. It’s crucial as these young pros enter the workforce. We’ve been learning about this next generation firsthand, and we’re eager to share what we’ve discovered. Our goal? To help leaders figure out how to attract and keep Gen Z talent.

The Academy focuses on well-rounded growth and support. We’re not just building efficient workers; we’re nurturing resilient individuals. This approach helps Gen Z reach their full potential, making positive, lasting impacts in their jobs.

The State of Mental Wellness

Recent CDC reports paint a grim picture: about half of American teenagers feel persistently sad or hopeless. This isn’t just about mental health – it’s a wake-up call for our future workforce. If we don’t act now, we’re looking at major personal and societal costs down the road.

Gen Z is facing stress like never before. They’re always connected, always “on.” Social media pressure is real, leading to anxiety, depression, and burnout. These kids have grown up in a digital wild west – unregulated, full of unrealistic expectations, and constantly under a microscope.

That’s where the Digital Civics Academy comes in. We’re not just handing out certificates – we’re changing the conversation. We’re making mental wellness a key part of how we prepare young people for work. If we ignore this, we risk ending up with a workforce that’s struggling to cope, let alone thrive.

As leaders, we need to step up. Creating environments that support mental health isn’t just nice – it’s necessary. It’s how we’ll build strong, innovative businesses that last.

We’re not alone in this. Big names like Sesame Street, Snapchat, and Capital One are on board. We’ve also got support from the Born This Way Foundation, Youth Power Fund, and Look Up. 

Together, we’re tackling this head-on.

Understanding Gen Z

Gen Z, the kids born between 1997 and 2012, are shaking things up as they enter the workforce. They’re different, and I mean really different. These digital natives bring a whole new playbook to the game.

What sets them apart? They’re hungry for meaning. They don’t want just any job; they want work that matters. Climate change, equity, social justice – these aren’t just buzzwords to Gen Z. They’re looking for employers who walk the talk on these issues.

We saw this firsthand in our Digital Civics Academy. We used the Ikigai concept to help them shape their career stories. When we asked, “What does the world need?”, their answers were eye-opening. Here’s what they came up with, in their own words:

1. Empathy & Compassion: This was a biggie. One participant said, “We’ve got to stop the hate and humanize our conversations. We need to protect people from greedy social media companies. All this negativity? It’s because we’re lacking values.”
2. Compassion: They’re worried about the lack of nuance in social and political discussions. They see how this fuels racism and ignorance.
3. Patience: They know they’ve got short attention spans and want to work on that.
4. Persistence: They get that they’re used to instant gratification, but good things and innovation take time.
5. Innovation: They’re all about embracing change.
6. Climate Action: These kids see climate change as an existential crisis. They feel the clock ticking.
7. Digital Wellness: They’re trying to tackle the mental health crisis that comes with social media.
8. AI Concerns: They’re worried about how AI might affect their job prospects and overall wellbeing.
9. Purpose: They believe everyone needs something to strive for.
10. Equity and Equality: They’re talking gender, race, social class. They want equal access to basics like information, food, and water.
11. Open-mindedness: They want to see beyond differences.
12. Civil Discourse: They’re calling for more understanding in our conversations.
13. Active Participation & Accountability: They want to be doers, not just talkers. They want to see values put into action.

Digital wellness is a big deal for Gen Z. They’ve grown up online, and they know the mental health risks all too well. They’re looking for workplaces that get it—places that offer support and set boundaries between work and personal life. Smart employers are catching on and offering resources around digital wellness. At RecruitmentMarketing.com, we’re all for it.

When it comes to communication, Gen Z likes it visual and snappy. But don’t mistake that for shallow—they value honesty and straight talk. They’re master multi-taskers and thrive in collaborative spaces that still let them do their own thing. And feedback? They can’t get enough of it. They’re ambitious and want to move up fast, so they’re always looking for chances to learn and grow.

For businesses, this means rethinking how we do things. If we want to not just hire Gen Z talent, but keep them around, we need to align our workplaces with what they care about. It’s a shift, but it’s worth it.

The Role of Business Leaders

The workplace is changing, and fast. With Gen Z flooding in, leaders need to step up their game. It’s not just about getting these young pros through the door—it’s about creating a place they want to stay.

Let’s talk mental health and digital wellness. Leaders, this is your new priority. Set some ground rules for screen time. Encourage digital detoxes. Help your team manage their online lives before they burn out. And mental health resources? Make them easy to access. We’re talking counseling, wellness programs—the works.

Innovation is key to keeping Gen Z engaged. These kids love their tech, but they want more than just fancy gadgets. They want to solve real problems. Give them chances to work on projects they’re passionate about. Let them tackle social and environmental issues. Need help? Check out orgs like Parker Dewey and Handshake. They’re great at connecting employers with young talent.

Communication is another biggie. Be transparent. Give feedback often. And yeah, use tech to your advantage. Social media, apps, instant messaging—use them wisely to keep your Gen Z crew in the loop.

Lastly, diversity is more than just a buzzword for Gen Z—much more. It’s an expectation. 

They want to see themselves reflected in their workplace. So, make sure your policies and practices are truly inclusive. We’re talking gender, race, ways of thinkingz—the whole nine yards. And biases? Work actively to kick them to the curb.

Takeaway

Alright, leaders, let’s break this down. When it comes to Gen Z in the workforce, here’s what you need to keep in mind:

1. Digital Wellness is Key: These kids know the dark side of too much screen time. Help them stay balanced. It’s good for their mental health and your bottom line.
2. Purpose Matters: Gen Z wants more than a paycheck. They want to make a difference. Show them how your company is making the world better, and they’ll stick around.
3. Keep it Fresh: Gen Z thrives on innovation and flexibility. Let them shake things up. Give them room to be creative and watch them soar.
4. Talk, Talk, Talk: Be open and honest. Give feedback often. Make sure they know their voice matters.
5. Diversity isn’t Optional: Gen Z expects to see all kinds of people and ideas at work. Make your workplace a melting pot of perspectives. It’s not just righ—it’s smart business.
6. Get Them Involved: Don’t just tell Gen Z what to do. Include them in decisions. Let them shape their work and your company. They’ll be more invested and loyal.

Focus on these areas and you’ll unleash their potential. In this competitive world, that’s how you stay ahead.

Conclusion

Look, dealing with today’s workforce isn’t simple, but getting Gen Z on board isn’t just nice—it’s necessary if you want your business to last. Our work with the Digital Civics Academy? It’s giving us a roadmap for what Gen Z needs, especially when it comes to staying sane in our digital world.

Gen Z brings a lot to the table. They’re digital natives, they want their work to mean something, and they’re dead serious about mental health and innovation. If we can tweak how we do things to match what they need, we’re tapping into a goldmine of potential. We’re talking fresh ideas, diverse viewpoints, and a built-in moral compass that could seriously up our game in social responsibility.

By focusing on what Gen Z cares about—things like inclusion, openness, and staying on the cutting edge of tech—we’re not just going to hire them. We’re going to keep them. And that means a workforce that’s energized, committed, and ready to tackle whatever comes our way.

Bottom line? Getting Gen Z isn’t just about keeping up with the times. It’s about setting ourselves up to win in a world that’s changing faster than ever. If we play this right, we’re not just bringing in some young blood—we’re supercharging our businesses with a generation that’s ambitious, tech-savvy, and dead set on making a difference.

Want to be part of this? Want to get in on what we’re doing with #Halfthestory’s Digital Civics Academy? Shoot us an email at kfortunato@talivity.com. Let’s shape the future of work together.

Katie Fortunato

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President, Talivity Katie Fortunato is a passionate, purpose driven entrepreneur and executive. She is the President and co-founding employee of Talivity (formerly RecruitmentMarketing.com), a leading B2B marketplace for talent acquisition professionals. She oversees the company's growth efforts, strategic direction, content production and operations, and is dedicated to building a world class community to help navigate and improve the ever-evolving recruitment marketing landscape. She has held various roles across talent acquisition, media and entertainment. Her career began in recruiting where she was a hiring manager for a national workforce solutions provider, then worked at AOL and later as the Director of Partnerships at Dow Jones & Co, specifically for The Wall Street Journal, where she launched new lines of business. Katie also moonlights producing new works by emerging theater artists. She supports initiatives helping people move their lives “onward and upward” as the President of the Onward & Upward Foundation.