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Employer vs. Gen Z Women
Are we facing a Leadership Drought—or simply a Generational Perspective gap?
The Short and Tall of it
Gen Z have high expectations of employers. Employers pay the wages.
The Generational Perspective Gap
Who will ask the first questions to gain perspective and start closing the generational employee/employer gap? My money is on Gen Z Women.
Why Gen Z Women
A Harvard Business Review study showed companies with women in leadership, outperform financially and foster more inclusive cultures, attracting top talent (HBR).
Studies analysing speeches by heads of state during COVID-19 found that male leaders employed divisive war metaphors and aggressive language significantly more than their female counterparts. (BMJ Global Health)
Respectful leadership reduces turnover by 63%, while aggressive leadership was the highest driver burnout and resignations (Gallup).
A Harvard Business Review meta-analysis of 7,280 leaders found that women outscored men on 17 of 19 leadership capabilities, including conflict resolution and collaboration.
Emerging Trends
Women are outpacing men in earning advanced degrees worldwide, a trend likely to continue.
By 2030, emotional intelligence and soft skills will define effective leadership (World Economic Forum).
Employers Perceptions
Employers often interpret Gen Z's ambitions as entitlement—highlighting challenges like reliability and negotiating high salaries while finding workload expectations overwhelming.
Gen Z Women’s Opportunity
If Gen Z women balance ambition with resilience and collaboration, they have the potential to transform leadership norms and drive unparalleled success.
Who will be the first to start the perspective seeking conversation in your organisation?
*As a hybrid citizen, please excuse my Colonial/US English grammar selections