Rethinking Inclusion in the Workplace: Gen Z at Women in Leadership

This year’s EHL’s Women in Leadership (WIL) Day brought together students and industry professionals to discuss inclusion in the workplace. Gen Z participants shared their perspectives on what diversity, equity and inclusion (DEI) means to them. They emphasized the importance of authentic leadership that prioritizes a sense of belonging and access to a diversity of voices across the organizational structure. Their key message was clear: the nature of the workplace is changing as a result of Gen Z’s professional attitudes and their ally, Tech, is helping them push boundaries even further.

The Importance of Diversity, Equity and Inclusion to Gen Z

Earlier this year, we hosted our third Women in Leadership (WIL) Day to celebrate International Women’s Day. The event attracted about 100 participants, half of whom were selected students. The other half were seasoned professionals, including board members, industry executives, hoteliers, executives and EHL alumni.

The overarching topic of this year’s WIL Day was the importance of inclusion, amid rising tide of hostility against diversity, equity and inclusion (DEI). Lately, the leveraging of social media by certain political and economic actors has led to an upsurge of nationalism and polarization, questioning the value of diversity and inclusion initiatives in society. Yet, we chose not to shy away from this hot topic since it is still so critical to Gen Z – the most diverse generation in history.

Reports from Deloitte, Gallup, McKinsey and PwC show that over 80% of Gen Z value DEI, influencing their choice of joining or staying with a company. Moreover, 63% expect their workplace to promote inclusive decision-making. Gen Z is 2.4 times more likely to feel engaged at work when they perceive their leaders as inclusive and supportive. In addition, 53% of Gen Z employees would leave a job if they thought the company lacked diversity or inclusivity efforts.

Throughout the WIL Day, we witnessed a shift in how the next generation approaches leadership and work. Our students—essentially Gen Z digital natives with a global mindset—are not only more vocal about inclusion but actively demand it as a non-negotiable aspect of their personal and professional lives. Inclusion for them isn’t just a checklist or a corporate KPI, it’s an expectation of how society should function across the board. As we stood among young women and men engaged in conversations about the future of work, we realized that DEI is no longer about striving for minority representation, but more a question of reimagining the workplace and leadership styles of tomorrow.

Workplace Attitudes According to Gen Z

From growth opportunities to digital freedom, Gen Z is reshaping workplace expectations. Their values and behaviors are starting to redefine what a fulfilling career looks like.

Growth: For Gen Z, a job is more than a paycheck. It’s a place where they expect to grow and be challenged. They seek wisdom through feedback, not as a critique but as a fast track to more profound insights that will then lead to greater skills and responsibilities. Personal development is high on their agenda; they expect it to be built into the very structure of the companies they join. The idea of staying in the same position for an eternity is unimaginable. Organizations should offer learning and development programs from the start of employment, since moving swiftly through the ranks is a top priority.

“During my first internship, my manager asked me where I see my career going. When I answered ‘I expect to be a Hotel Manager before I’m 30’, they shook their heads and laughed at me. I guess the reaction was due to generational differences, but among my peer group we find this fast-moving attitude totally normal. Once we get on the professional ladder, we give our all and expect to see regular progress” – Sophia Hess, Bosc 2 speaking at the WIL event.

Goals: Approaches to goal-setting are different. Gen Zers aren’t just chasing promotions or paychecks; they’re driven by purpose. They want their work to align with their personal values, from sustainability to innovation, from work-life balance to climate change. Clear, meaningful goals matter to them, but so does the journey towards those goals, especially when achievements are recognized in personalized ways. Recognition doesn’t have to be grandiose. A thoughtful acknowledgment or an opportunity to take on new challenges can go a long way. What is important is that their contributions are seen and valued. They thrive in environments where success isn’t just measured in numbers but in impact.

Mindset: Their mindset is grounded in kaizen: incremental steps forward that lead to significant positive outcomes over time. This attitude favors progress over perfection, learning through doing, staying curious, being adaptable and reinventing approaches. To relocate or reinvent oneself professionally is no daunting prospect for Gen Z. Having a self-directed attitude to learning enables them to pivot careers and upskill rapidly in response to emerging trends or personal interests.

Tech: Gen Z are aware that we are living through a time of revolution, with AI changing the nature of work. Remote work, once a necessity during the pandemic, is now a given for many. Today’s young professionals are more mobile than ever, their working personas defined as ‘global citizens’ or ‘digital nomads’ – i.e., untethered to one location and free from traditional working constraints. The world, both real and virtual, is truly their oyster.

Today’s generation sees technology as an enabler of creativity and autonomy. This digital savviness gives Gen Zers the confidence to explore diverse career paths beyond traditional employment structures. They fear being stuck in a bad routine far more than the idea of big of changes. Their ability to adapt and reinvent themselves is not just a response to the changing world of work, but a proactive strategy to thrive within it.

Belonging: Gen Z view belonging as a shared responsibility, something that needs to be actively nurtured through everyday interactions as part of the organizational culture. Take note – they are not waiting for companies to catch up! Instead, they are building their own ecosystems, (peer mentoring circles and online communities), to support each other and push for collective progress.

As one of our students insightfully shared, “I don’t want to be the only woman in the room. I want to be one of many, and I want the room to look like my world.” This sentiment captures the essence of what Gen Z is asking for – not token gestures, but genuine diversity that reflects the complexity and richness of the world they live in.

Gen Z Inclusive Leadership Expectations

The attitudes mentioned above have been key in bringing the concept of ‘reverse mentorship’ to the table. The idea that younger employees can offer fresh insights to senior managers, especially when it comes to technology and social trends, is indicative of shifting leadership styles.

To Gen Z, leadership is no longer about power or authority, it’s about the ability to inspire collaboration and innovation. They want leaders who listen as much as they direct, who are approachable yet confident, and who value people over processes, i.e., leaders who act as coaches rather than authoritative figures. Today’s younger generations challenge the notion that leaders must have all the answers; instead, they expect leaders to be open to growth, just like they are.

Status should not be a blocker to innovation. Leadership is seen as shared and fluid, where ideas can come from anywhere – hence, Gen Z’s commitment to inclusion and diversity. The free-flow of ideas and the democratization of how they are taken into consideration is, for them, a fundamental right.

DEI Begins at Recruitment

Building an inclusive workplace begins long before the first day on the job. It starts with how and where companies recruit, ensuring they are reaching diverse talent pools and presenting an authentic picture of their DEI company culture. During the onboarding phase, inclusion should be woven into the fabric of how new employees are integrated and remain a constant feature in the feedback loop throughout their career pathway.

All employees, whether Gen Z or Boomers, need safe spaces to express concerns and contribute to shaping the culture around them.

The WIL event is a great platform for students like me. Before the event I get the chance to connect to like-minded students and, on the day, we represent our generation. We are welcomed to share personal experiences and showcase our individuality which leads everyone to have a valuable exchange between ages and perspectives. Sophia Hess, Year 1 Bachelor Student at EHL

Dr Sowon Kim – Associate Professor at EHL Hospitality Business School .

This article originally appeared on EHL Insights.