Gen Z talent: How employers can support the next STEM generation

If ever there was a generation naturally suited to STEM work, it’s Gen Z. They’ve grown up amid an explosion of scientific, technology and engineering breakthroughs and, as a result, are enthusiastic about STEM’s potential. Around 75% express interest in at least one STEM field.

Despite this, less than one-third of Gen Z youth are considering a career in STEM. With Gen Z set to overtake Baby Boomers in the global workforce in 2024, businesses must address this perception issue to avoid worsening STEM skills shortages. So, why aren’t Gen Z entering the STEM workforce at the required rate – and what can companies do about it?

Gen Z STEM candidates are arriving by unfamiliar routes

Gen Z’s routes to the workplace are much more varied than those of previous generations. In the US, college enrolment has been in decline since 2010. The rising cost of higher education has made prospective students across the globe wary, leaving other qualification routes looking more desirable. For example, UK engineering giant Rolls-Royce offers apprenticeship schemes for school leavers that allow them to earn as they learn. Our SThree research shows, that almost a third of early-career STEM professionals (28%) believe an internship or workplace experience was the single most important thing in getting their first job. 

But many STEM companies are failing to respond. They still prefer traditional qualifications when hiring, even for entry-level roles. This alienates talent that has all the right practical experience but lacks a STEM degree. If hiring managers don’t re-evaluate their hiring criteria soon, some exceptional Gen Z candidates could pass them by, leading to unfilled gaps in their teams, hindering business growth.

If the Gen Z workforce are not necessarily taking the traditional university route to employment, then companies also need to rethink their talent-attraction strategies. In the past, in-person university roadshows or a presence on campus would be key tactics to get the attention of potential applicants. Now, a wider-reaching digital approach, such as social media advertising, may be a better way to engage with the largest possible number of Gen Z candidates.

Gen Z’s growth mindset

If you have successfully found and recruited Gen Z STEM talent, that doesn’t mean you can just leave them to get on with it. Gen Z are much more open than other generations to ‘job-hopping’ if they are dissatisfied with their current employer.

Studies also show that Gen Z seek career progression more avidly than their counterparts. A Deloitte study found that the top motivator for over half of Gen Z is growth opportunities, compared with just 17% of Baby Boomers. The good news is that the STEM field can meet these expectations. Our research shows that opportunities for career development have been very influential in attracting people to STEM. 

Employers need to provide robust professional development pathways with clear progress milestones and a transparent system of incentives and rewards. This will satisfy Gen Z’s desire to progress and motivate them to perform to their full capability, with a positive effect on company growth.

Gen Z talent values purpose over profit

But Gen Z candidates want more than exciting work and career opportunities. Gen Z also want to work for companies that prioritise purpose as much as they do. A career in STEM offers this: our 2023 study "How the STEM world evolves" shows that a staggering 81% of STEM respondents are choosing personal purpose at work as the overall main influence driving their careers.

For example, Gen Z have grown up during a climate crisis and will have to live with the consequences, with many expressing concerns about having children due to the planet’s uncertain future. Understandably, then, they are looking for employers that are as passionate as they are about mitigating the environmental impact of their actions. 

In addition, Gen Z are passionate about diversity, equity and inclusion (DE&I). Data shows that this generation is more ethnically and racially diverse than previous generations. So, DE&I initiatives can directly impact their professional success. But irrespective of their backgrounds, Gen Z employees feel strongly about DE&I and want to help to drive a more inclusive culture. Listening to their views is both the right and smart thing to do, as it will build more authentic company cultures that will appeal to a wider customer base.

The STEM field, in particular, is struggling to achieve diversity targets. In a UK study, just 12% of the STEM workforce were from ethnic minorities and only 27% were female. Companies in STEM need to work even harder to address these disparities and develop talent from underrepresented parts of society. Measurable DE&I strategies with dedicated funding will show commitment to attracting more diverse candidates, as well as other Gen Z candidates who are enthusiastic about the topic.

Giving the Gen Z talent ‘horror story’ a happy ending

There may have been more said about the challenges of managing Gen Z employees than the benefits they bring. Gen Z are frequently characterised as lacking a strong work ethic, discipline, motivation and patience. 

But these are misconceptions and reflect a failure on the part of employers to provide Gen Z with an environment in which they can thrive. Simple changes to this can make a significant difference.

In order to get the best out of Gen Z, you need to:

1. Provide frequent feedback

Gen Z aren’t inherently more demanding. They just want to understand what is expected of them and know that they are on track. Frequent, regular performance reviews allow employee and employer to check they are aligned on the direction and rate of progress.

2. Encourage flexible working

Despite their appetite for feedback, Gen Z want to feel trusted by their employers. They are accustomed to working remotely and do not appreciate micro-management. Instigating a flexible approach to working will show you trust them. Complement this with formal reviews and informal touchpoints to ensure they stay motivated.

3. Platform their expertise

Gen Z want to feel appreciated. There are many areas – such as technology, sustainability and DE&I – that may come more naturally to them than other generations. Allowing them to contribute to strategic conversations will not only improve their morale, but can also benefit the business by offering new and diverse perspectives.