What does it mean to be new to the workforce today? For Gen Z—roughly those under 30—it means navigating a workplace shaped by rapid change, economic uncertainty, and evolving expectations. They make up about 9% of our membership, according to our spring 2024 membership survey, and while research shows that generational differences are often overstated, the perceptions we hold about each generation still influence how we work together.
As discussed in a recent episode of WorkLife with Adam Grant, the traits we associate with Gen Z aren’t unique to this generation—they’re part of a recurring pattern. Instead of comparing today’s young workers to our younger selves, we often compare them to who we are now, forgetting what it felt like to be new to the workforce.
Jennifer Deal, a leading researcher on generational dynamics, puts it simply: “you should never be making decisions based on someone's membership in a particular generation. You really need to focus on the person in front of you and what they can do and want to do.”
So why write a blog post about Gen Z? Because the assumptions we carry—about our own generation and others—can quietly shape our workplace culture. And sometimes, we need to pause and unlearn them. Many of the concerns raised by our Gen Z members in our latest “What Do You Want Your Colleagues to Know?” survey may sound familiar to members in other generations. That’s the point. If we all want the same things—“meaningful work, a sense of community, and a life outside work,” as Adam Grant puts it—then maybe we’re not so different after all.
Here are four key things we can learn from our Gen Z members. As you read them, consider how these perspectives might shape your interactions—not just with younger colleagues, but with everyone you work with. Sometimes, understanding one generation better helps us build a more inclusive and empathetic workplace for all.
The Staff Association membership is incredibly diverse. Our mission at the UWSA is to cultivate a progressive work environment where staff feel safe, empowered to grow, and able to thrive, but we need different things to make this a reality. We're hoping this series amplifying members’ own words will help us all understand each other a bit better.
We may not have the same work and life experience as you, but we still have capacity to have a complex life both at and outside of work.
1. They’re ready to lead and innovate.
Gen Z staff are not just eager to contribute—they’re bringing fresh ideas, strong educational backgrounds, and a drive to make meaningful impact. What they need is to be taken seriously and given the space to lead, regardless of age or tenure.
2. Financial stress is a daily reality.
For many Gen Z staff, economic insecurity is a constant challenge. Rising student debt, high living costs, and stagnant wages make it difficult to build stability, even with full-time work—and the University’s budget crisis isn’t helping.
Sometimes it feels impossible to afford things that just a generation ago were accessible.
These financial challenges can create noticeable lifestyle gaps between younger and older colleagues. And even if it’s not unique to Gen Z for long-term goals like homeownership, weddings, or starting a family to feel out of reach at this stage of life, recognizing this struggle can help foster greater empathy and understanding.
3. Workplace norms are evolving.
Gen Z is helping to redefine what a healthy workplace looks like. They tend to value flexibility, fairness, and mental health support over rigid structures or traditional expectations like office presence and long-term institutional loyalty. Clear boundaries between work and personal life are important—they prioritize using their time outside of work for rest, relationships, and personal growth.
These shifting expectations aren’t about disengagement—they’re about redefining what it means to be engaged and supported at work. And judging by responses to our hybrid and flexible work survey, these values resonate with many of us, regardless of generation.
4. Psychological safety matters.
Gen Z staff often feel pressure to prove themselves—especially as newer employees—and worry about being most at risk from budget cuts. Many hesitate to share ideas for fear of being seen as inexperienced. A supportive, judgment-free environment where they can be authentic is essential for their success and growth.
While this concern may be especially acute for younger staff, the need for psychological safety is universal. Creating a culture where everyone feels safe to speak up, take risks, and be themselves benefits the entire workplace.
Up next
We're putting this series on hold until after our elections and Annual Meeting in the fall. When we return, we're interested in hearing from staff members who have immigrated to Canada about how that experience shapes your work life. The form is open if you want to contribute now.
This post was created from staff members’ own words, summarized with help from Microsoft Copilot. We uploaded 15 staff comments on June 18 and asked Copilot to “identify the most prominent themes.” We then rewrote the Copilot results, drafted an introduction, and selected member quotations to illustrate each theme. Additional member comments were incorporated and further iterations produced in collaboration with Copilot on July 23. Any quotations are direct from staff submissions with only minor edits for length or clarity.