We usually think of ageism as bias against older workers. But increasingly, “reverse ageism”—or “youngism”—is shaping the workplace for generation Z.
The oldest gen-Zers are now in their late 20s, and the youngest are in their mid-teens. So, they will make up a growing share of the labour market for several years.
Many of these young workers face negative assumptions about their work ethic, attitudes, and capabilities. One study noted that 52% of workers aged 18 - 34 had experienced or witnessed youngism. That’s much more than the 39% of older people who reported ageism in the workplace.
Some managers say gen-Zers require more time and effort to supervise. Others say they’ve considered quitting because managing gen-Z employees feels so stressful. Is there any truth to this?
If you’re a young worker, here’s what you need to know about reverse ageism and how you can rise above bias to get your career off to a strong start.
Why gen Z faces criticism
Many of the concerns employers are raising about gen-Z workers are similar across the board. They involve attitudes, soft skills, and workplace expectations, including:
- A perceived sense of entitlement
- Difficulty accepting feedback
- Low motivation or initiative
- Struggles with workload and deadlines
- Weak communication, collaboration, and problem-solving skills
- Issues with punctuality and deadlines
- Unprofessional language, dress, or behaviour
What’s causing the disconnect?
Several factors may explain why gen-Z seems out of sync with traditional workplace norms.
The legacy of COVID-19
The COVID-19 pandemic may be the main reason gen-Zers fit less easily into the traditional workplace. Many missed key developmental experiences because of the pandemic.
Soft skills develop through interactions with others. Going through COVID during some of their formative years shortchanged gen-Zers on vital opportunities to learn those skills.
They also got used to learning in unstructured, remote, or hybrid situations. Because of this, they may struggle with expectations in an in-person workplace. Yet most say they prefer in-person interaction, perhaps because they missed out on so much during the pandemic.
Evolving values and older maturation
Gen-Z tends to prioritize flexibility, mental health, and personal boundaries. Older workers are used to measuring dedication through long hours and climbing the corporate ladder. They may interpret these values as entitlement or laziness.
Or it might be normal for a generation that are maturing later in life than previous generations.
A recent study analyzed seven surveys encompassing 8.3 million teenagers between 1976 and 2016. It showed that gen-Zers often don’t assume adult responsibilities (like driving or working for pay) until several years later than the last several generations. (They also don’t assume adult pleasures (like drinking and sex) until they’re much older.)
This suggests a broad-based cultural shift in age of emotional maturity. Older generations may just have to be patient with this.
Changing workforce
Growing up during global crises, economic instability, and the rise of AI has shaped gen-Z’s world view. With high self-reported levels of anxiety and depression, young workers place high value on security and support. They don’t care about clocking in at work no matter what.
Another difference is better integration than in the past of people with disabilities and differences. There is much earlier diagnosis, better treatment, and more accommodation of neurodiversity, chronic illness, and other disabilities. A greater number of workers with challenges are finishing high school and post-secondary and moving into the marketplace than ever before.
Without a doubt, this is a positive cultural shift. However, employers may feel challenged in learning to accommodate workers with a wide range of needs.
What discrimination can look like
Bias against younger workers is often overlooked or rationalized. Everyone was young once, so older workers may feel justified in their frustrations.
But when stereotypes lead to unfair treatment, that’s discrimination. Young workers, especially women, often report:
- Having their ideas or opinions dismissed
- Being undervalued or patronized
- Getting passed over for opportunities or promotions
- Facing higher layoff risk
- Hearing ageist language like “rookie,” “snowflake,” or “strawberry”
- Being expected to work long hours due to lack of family obligations
- Feeling socially excluded
Being expected to show up on time, take feedback well, and meet deadlines is fair. Being excluded, belittled, or talked down to because of your age is not.
How to overcome bias
You don’t need to abandon your values or pretend to be someone you’re not. But if you want employers and older colleagues to understand where you’re coming from, understanding where they’re coming from might be a good place to start.
When hiring managers were asked what would make them more likely to hire a young candidate, they cited showing initiative (57%), a positive attitude (56%), and a strong work ethic (54%) as top traits. These are all reasonable expectations, and they are all within your control.
Build your core skills
As the first generation to be fully digitally native, few gen-Z workers struggle with technical skills. But they do need to strengthen their core skills—also called “soft” or “transferable” skills. These include things like communication, collaboration, adaptability, and problem solving.
You may already have a sense of which areas you’re strongest in and which you could develop. Try this core skills exercise to see if the quiz results support your instincts. You may also want to ask for input from someone whose opinion you trust.
Once you identify gaps in your skills:
- Visit alis’s Skills for Success articles for strategies and resources to help you build specific skills.
- Watch and learn from people who model strong skills in the areas you want to improve.
- Ask for constructive feedback and advice from supervisors or mentors.
Don’t minimize the importance of these skills. Many jobs demand effective teamwork. You might have the strongest technical skills on your team. However, if you can’t collaborate with others, you’ll be valued less than someone who can.
Practise good workplace etiquette
Take the initiative to learn how to behave in the workplace. Ask questions, especially if you’re not clear on what’s expected of you.
Remember that if you want to make a good impression, little things matter:
- Show up on time.
- Dress appropriately for your workplace (even on video calls).
- Communicate clearly and respectfully in all formats. In particular, be sure to keep online communication professional.
Simply being polite and self-aware can go a long way in building credibility.
Balance confidence with humility
It’s great to aim high, but understand that status and responsibility are earned. Don’t expect leadership roles or large raises right away.
Believe in your abilities, ideas, and contributions. But also accept guidance, own your mistakes, and show that you’re trying to do better.
Connect with colleagues of all ages
Peer support is important—but don’t limit yourself to people your own age. Make the effort to connect with older colleagues too.
Find a mentor. They can advocate for you, provide honest feedback, and help you navigate office dynamics. Show appreciation for others’ expertise, and make the most of it.
Offer help where you can. Maybe you’re great at technical troubleshooting or using digital tools. When you’re generous with what you know, others often return the favour.
Advocate for yourself—and your colleagues
As employers begin to understand gen-Z workers better, many are taking proactive steps. For example, some are offering training to help young employees develop core skills. If your employer doesn’t offer them, seek training on your own.
If you find a good program that gen-Z colleagues could benefit from, you might take the initiative to propose an in-house training opportunity. This could also help older workers better understand the challenges gen-Z workers face.
Similarly, accommodations for gen-Zers who are neurodiverse or have disabilities or chronic illnesses often benefit others in the workplace. For example, many older people are learning late in life that they are neurodiverse. Accommodations such as a lower-stimulation environment may improve their productivity—and happiness.
Earn respect for who you are
You don’t need to apologize for being young. You do need to understand that “paying your dues” is part of most people’s career paths. The best way to challenge stereotypes is to show, through your attitude and actions, that they don’t apply to you.