Gap Inc.’s Post

"Generation Z, which will make up 30 percent of the workforce by 2030, is still something of a mystery to employers trying to figure out how to support them." Chelsea C. Williams, founder and CEO of Reimagine Talent, offered employers strategies during her session at the SHRM Talent Conference & Expo 2024: Employers need to understand that members of this generation—the oldest of whom are 27 and whose worldviews have been shaped by significant events such as the pandemic and the student loan crisis—have different expectations of employers than past generations, she noted. She pointed to research that found Generation Z values: -Professional development. They are looking for ways to build their skills for the future. -Upward mobility and stability. They want to know where their careers are going and understand how their roles will shift and adjust. -A sense of community. “Most are wanting a hybrid [schedule] mix, to be around each other, learn from colleagues … and forge relationships,” Williams said. -A sense of purpose and inclusion. They are seeking to be a part of something bigger than themselves. https://lnkd.in/eNMsWE2q

Absolutely! Embracing a lattice approach to career development empowers employees to discern and explore different career pathways, fostering growth and engagement. Advancement opportunities in a career ladder paradigm are scarce and inaccessible, leading to frustrated and disengaged employees. By promoting a more flexible framework, we can include and motivate everyone in their career journey. “'It’s incumbent upon employers to provide a strong sense of career future, and for them to understand that their employees are looking for ways to develop and grow...Career pathways may be horizontal or even developmental rather than just upward'...'lattice' opportunities such as cross-training, mentoring, and lateral moves are just as important as 'ladder' opportunities like promotions."

Year over year, we have seen increases in the number of workers who have participated in the gig economy. Across sectors, gig experience increased by a range of 7% to 8% compared to the previous year. Gig work is most popular among hospitality hourly workers; over half of those respondents have worked a gig job. Retail, customer service, non-clinical healthcare, and logistics hourly workers are also highly engaged with gig work. Learn more from "The American Workforce Survey" by EmployBridge here: https://loom.ly/qlRKwN0 #recruiting #staffing #recruitement

We currently find ourselves in a workforce where five distinct generations coexist, each bringing their own perspectives, beliefs, and work styles. This diversity in age and experience presents both challenges and opportunities for organizations seeking to harness the full potential of their workforce. How do you connect generations? How does this affect career development strategies and benefit packages? What questions should you ask, and how do you get it right for everyone? Our blog answers these key questions: https://lnkd.in/dU4TV_qi #Talent #HR #DEIB #DEI #Inclusion #AgeInclusion

We currently find ourselves in a workforce where five distinct generations coexist, each bringing their own perspectives, beliefs, and work styles. This diversity in age and experience presents both challenges and opportunities for organizations seeking to harness the full potential of their workforce. How do you connect generations? How does this affect career development strategies and benefit packages? What questions should you ask, and how do you get it right for everyone? Our blog answers these key questions: https://lnkd.in/dgfa3qdW #Talent #HR #DEIB #DEI #Inclusion #AgeInclusion

https://lnkd.in/e9pEQRYs "For too long, four-year-degree requirements have been easy, if ineffective, shortcuts that made managers feel they were weeding out less-qualified talent. Data and time have proven this assumption false. What’s more, it artificially constrains companies’ efforts to advance racial diversity, cultivate employee engagement, and generate strong performance. Companies can do better—for workers and themselves—by embracing skills-based talent management. Making the switch takes time and investment, but the costs are worth it. A skills-based approach promises better matching between job candidates and jobs, dramatically expands talent pools, improves internal mobility and employee commitment, and incentivizes HR departments and business units to stay aware of what each job actually entails. This approach also holds the potential to mitigate the economic and racial inequalities that are fracturing U.S. society and compromising the health of its institutions and economy."

This article from SHRM by Kathy Gurchiek struck a chord with me, especially as my son prepares to graduate this month and step into the professional world. It highlights the crucial role of attitude, adaptability, and a growth mindset in driving success, particularly for those early in their careers. For those later in their careers, a hot topic of discussion lately has been age discrimination, sparking important conversations about inclusivity and diversity in the workplace. As professionals at various stages of our careers, we need to collectively address these challenges and champion a culture that values talent, regardless of age. Some interesting perspectives from Johnny C. Taylor, Jr., SHRM-SCP that you can read here https://bit.ly/3QnOX3N. How do you view the balance between attitude and experience in the workplace, especially for those starting their careers? Additionally, what are your thoughts on combating age discrimination and fostering inclusivity in hiring practices? Look forward to hearing your thoughts and views. #NewToWorkforce #CareerTransitions #AgeDiscrimination #InclusiveHiring 

We currently find ourselves in a workforce where five distinct generations coexist, each bringing their own perspectives, beliefs, and work styles. This diversity in age and experience presents both challenges and opportunities for organizations seeking to harness the full potential of their workforce. How do you connect generations? How does this affect career development strategies and benefit packages? What questions should you ask, and how do you get it right for everyone? Our blog answers these key questions: https://lnkd.in/gUkmc_Fj #Talent #HR #DEIB #DEI #Inclusion #AgeInclusion

𝐋𝐞𝐚𝐫𝐧 𝐀𝐧𝐝 𝐆𝐫𝐨𝐰 𝐖𝐢𝐭𝐡 𝐇𝐑𝐓𝐀! 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐀𝐟𝐟𝐢𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐀𝐜𝐭𝐢𝐨𝐧𝐬? Affirmative Actions are policies and procedures designed to promote equal opportunity and eliminate discrimination in employment, education, and other areas. 𝐇𝐨𝐰 𝐝𝐨 𝐀𝐟𝐟𝐢𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐀𝐜𝐭𝐢𝐨𝐧𝐬 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 𝐭𝐨 𝐩𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧? Affirmative Action's contributed to promoting diversity and inclusion by creating opportunities for underrepresented groups in the workforce. By actively seeking out and hiring individuals from diverse backgrounds, Affirmative Action's help to address systemic barriers and promote equal access to employment opportunities. This leads to a more diverse workforce, which brings together people with different perspectives, experiences, and skills. In turn, this diversity fosters innovation, creativity, and problem-solving within organizations, ultimately contributing to a more inclusive and equitable workplace culture. Sharpen your skills, shape your future: Embark on a journey of learning with HRTA, where growth is nurtured and success blossoms. #HRTA #Linkedin #HR #employees #learn #grow #success

🌟 Ready to Pay It Forward! 🌟 Embarking on my career journey, I've been blessed with invaluable advice that's sculpted my path. 💼 Now, it's time to spread the wealth of knowledge! Kicking off with a gem from Professor Sarudzayi Matambanadzo: "To thrive in your career, be knowledgeable. To be knowledgeable, immerse yourself in industry literature." 📚 Explore my top 3 HR newsletters: 1. Employment Law Information Network 2. SHRM 3. The Black In HR (TM)🚀 Join me this month as I unveil the insights that have fueled my career growth. Let's transform together! 💡 #PayItForward #CareerWisdom #KnowledgeIsWealth