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Generation Z could ‘hammer’ glass ceiling as under-25s ‘do more to promote inclusion in the workplace’

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Generation Z could ‘hammer’ glass ceiling as under-25s ‘do more to promote inclusion in the workplace’

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we are the most diverse generation because of the acceptance rate of different nationalities. the technology connects us more than speaking can because technology gives us the power and resources to get in touch faster.

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GENERATION Z could "hammer" the glass ceiling as under-25s do more than their elders to promote inclusion in the workplace.

New research found more than a quarter of British workers have experienced discrimination while at work, but a youth-driven revolution could be underway to counter it.

Generation Z (under 25s) are twice as likely to believe employers should do more to promote inclusion than Baby Boomers (over 55s).

And they are twice as likely to question the status quo on equal opportunities too, according to the study, commissioned to mark National Inclusion Week.

Half of Gen-Z believe their employer should do more to promote and instil inclusion in the workplace, compared with just a quarter of those over 55.

Those at the start of their careers are also confident embracing these policies, with nearly three-quarters stating they feel comfortable taking up policies such as flexi-time, carer's leave, religious leave or support for a disability offered by their employer.

This compares to one in three workers nearing retirement age who are uncomfortable doing so.

Debbie Klein, Group Chief Marketing and Corporate Affairs Officer at Sky, who are sponsoring National Inclusion Week for the first time, said: "There's a new glass ceiling and it has remained unseen, but it seems Gen-Z have better eye-sight - they can see it, and they want to smash it.

"Employers have a duty to ensure their workplace fosters total inclusion, so it's positive to find the newest members of today's workforce are challenging barriers and committed to holding employers accountable".

According to the report one in five under 25s also claim being a woman negatively affects the chances of securing a job or promotion - double the amount of over 55s.

Gen-Z identified multiple groups negatively impacted by an unequal workplace.

One in five state being from a Black, Asian or Minority background reduces the chances of getting a job or promotion, compared to one in 10 workers over 55.

Half of Gen-Z also believe the same for a disability, compared to a quarter of Boomers.

Debbie Klein added: "These results are shocking. It is time to take a hammer to the glass ceiling."

"At Sky we believe great talent is as diverse as our customer base, which is why driving inclusion is at the heart of our business.

"We want to encourage other business to see that the best employees are those who can bring all of themselves to work.

''National Inclusion Week is an opportunity for employers to focus on this issue.

"It isn't just about stopping discrimination - we also have to actively promote inclusion."
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Generation Z could 'smash' glass ceiling as Under 25s 'do more to promote inclusion in the workplace'

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GENERATION Z could "hammer" the glass ceiling as under-25s do more than their elders to promote inclusion in the workplace. New research found more than a quarter of British workers have experienced discrimination while at work, but a youth-driven revolution could be underway to counter it.

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The iGen Shift: Colleges Are Changing to Reach the Next Generation 

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The iGen Shift: Colleges Are Changing to Reach the Next Generation 

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Generation Z has expanded in multiple ways such as intellectually. Its gone as far as to having gen z to teaching adults. They've as wel have created and developed new careers via internet.

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Credit... Henning Wagenbreth

The newest students are transforming the way schools serve and educate them, including sending presidents and deans to Instagram and Twitter.

Credit... Henning Wagenbreth

They are, of course, super connected. But on their terms. Which is why college-bound iGens (Gen Zers, if you prefer) present a challenge to the grown-ups on campus eager to reach and teach them.

Consider orientation season. Katie Sermersheim, dean of students at Purdue University, has a mother lode of information and resources to share (including wellness initiatives and a new mindfulness room). But getting iGen's attention?

"It can be frustrating slash extra challenging to figure out how to get the word out, whatever that word is," Ms. Sermersheim said. "I do get discouraged."

A generation that rarely reads books or emails, breathes through social media, feels isolated and stressed but is crazy driven and wants to solve the world's problems (not just volunteer) is now on campus. Born from 1995 to 2012, its members are the most ethnically diverse generation in history, said Jean M. Twenge, psychology professor at San Diego State University.

They began arriving at colleges a few years ago, and now they are exerting their presence. They are driving shifts, subtle and not, in how colleges serve, guide and educate them, sending presidents and deans to Instagram and Twitter.

They are forcing course makeovers, spurring increased investments in mental health - from more counselors and wellness messages to campaigns drawing students to nature (hug a tree, take a break to look at insects) - and pushing academics to be more hands-on and job-relevant.

They are a frugal but ambitious lot, less excited by climbing walls and en suite kitchens than by career development.

Most critically, they expect to be treated as individuals. Students raised amid the tailored analytics of online retailers or college recruiters presume that anything put in front of them is customized for them, said Thomas C. Golden of Capture Higher Ed, a Lexington, Ky., data firm. He sees group designations evolving into "segments of one."

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Ingrid Koester, 19, center, and other Princeton University students shooting a video, based on the Taylor Swift song "22," that welcomes the class of 2022. Orientation leaders and staff members from the office of the dean of undergraduate students were extras in the video. Credit... Mark Makela for The New York Times

Students want to navigate campus life, getting food or help, when it is convenient for them. And, yes, on their mobile devices or phones. "It's not really technology to them," said Cory Tressler, associate director of learning programs at Ohio State University, noting that the iPhone came out when most were in grade school.

It is why Ohio State this year, rather than battle device use, issued iPads to 11,000 incoming students. The school designated 42 fall courses "iPad required" (21 more will be added in the spring) and is building an app that in addition to maps and bus routes has a course planner, grades, schedules and a Get Involved feature displaying student organizations.

In the works is more customization, so when students open the app it knows which campus they are enrolled at, their major and which student groups they belong to.

Speaking to students on their terms just makes sense, said Nicole Kraft, a journalism professor at Ohio State who takes attendance via Twitter (she has separate hashtags for each of her three courses). She posts assignments on Slack, an app used in many workplaces. And she holds office hours at 10 p.m. via the video conference site Zoom, "because that is when they have questions."

Dr. Kraft does not use email for class, except to teach students how to write a "proper" one. "That is a skill they need to have," she said.

While these students are called "digital natives," they still must be taught how to use devices and apps for academic purposes, Dr. Kraft said. She's had students not know that they could use Microsoft Word on an iPad. "We make a lot of assumptions about what they know how to do."

Campuses also have been slow to recognize that this age group is not millennials, version 2.0.

"IGen has a different flavor," said Dr. Twenge of San Diego State University and author of "iGen: Why Today's Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy - and Completely Unprepared for Adulthood - and What That Means for the Rest of Us."

It is tricky to define a large part of the population. But Dr. Twenge said big data sets revealed broad psychological patterns shared by those coming of age amid defining social, cultural and economic events.

The difference between growing up in the prosperous 1990s versus seeing family members lose jobs and homes during the 2008 recession alters one's perspective, she said. It is why iGens are so focused on debt and insist that they get skills and experiences that will lead to a career.

The prevalence of school shootings and domestic terrorism has also shaped them.

"This generation defies the stereotypes of young adults," in terms of risk-taking, Dr. Twenge said. They are "more receptive to messages around safety" and less eager to get driver's licenses, and they come to college "with much less experience with sex and alcohol."

They are also more cautious when it comes to academics, fear failure and have learning preferences distinct from millennials, said Corey Seemiller, professor at Wright State University and co-author of "Generation Z Goes to College," who queried 1,200 students on 50 campuses.

"They do not like to learn in groups," favor videos over static content and like to think about information, then be walked through it to be certain they have it right.

"They want a model" and then to practice, said Dr. Seemiller, who posts samples when assigning a paper. "I'll say, 'Let's look through them and see what works.'" Having grown up with public successes and failures online, she said, students are hungry to have a big impact, yet "worry they will not live up to that expectation."

And despite their digital obsession, Dr. Seemiller's research shows this generation favors visual, face-to-face communication over texting. They are not always good at live social interaction, but they crave it. "They want authenticity and transparency," she said. "They like the idea of human beings being behind things."

As a generation that "has been sold a lot of stuff," said Dr. Seemiller, iGens are shrewd consumers of the tone and quality of communication. That's pushing colleges to focus not only on what they say, but also how they say it.

Which is what orientation leaders and staffers in Princeton's office of the dean of undergraduate students - known on social media as ODUS - have tried to master in the way they welcome the class of 2022.

Mayra Mateo of Columbus, Ohio, an incoming freshman at Ohio State University, working on the iPad given to her by the university, which issued the devices to 11,000 incoming students. The college designated many fall courses "iPad required." Credit... Jessica Phelps for The New York Times

A brainstorming session in March generated what became a Princetified cover of Taylor Swift's"22," a video with orientation leaders and ODUS staff members as extras, a cappella groups singing the score and Nicolas Chae, a sophomore, directing.

Cody Babineaux, an incoming freshman from Lafayette, La., whose video of his acceptance to Princeton has 4.6 million Twitter views, appreciated it, especially the Harvard shirt sniffed and tossed out in the first 20 seconds. "It was hilarious," he said. "It didn't try too hard."

Getting student attention and keeping it matters to administrators trying to build excitement for campus events, but also in prodding students about housing contracts and honor codes. "We are an office that enforces university standards. We can't be firing off," said Thomas Dunne, deputy dean of undergraduate students. "But you have to be animated and human-sounding. Our voice is very personal."

ODUS has become an active presence on Facebook, Instagram, YouTube and Twitter with a vibe that winks, pokes, weaves in memes and slang terms like BAE (before anyone else) and on fleek (flawlessly styled), and applies hashtags with wit (a free ice cream for dropping by the ODUS office with dance moves worthy of Dean Dunne? #GetServed, #GameOfCones).

Mr. Dunne, whose Facebook page began as a student prank without his knowledge more than a decade ago, leans on staff members who include 20-somethings. One, Ian Deas, who favors Snapchat, identifies student "influencers," following them on Facebook and Instagram.

In posts, he looks for "those trendy phrases that help us stay in the conversation." When ODUS staff members respond to student posts, it amplifies their reach. "When we are being interactive, our stuff pops up in other people's feeds" and drives curiosity about "who is behind the voice."

Being social on social media attracts students who might tune out official communication. Mr. Babineaux said he and his friends noted when college posts sounded "goofy" or "like your grandfather trying to say swag."

He also notices that his generation is criticized "because we are always on our phones," which gets interpreted as being disconnected. In fact, he said, "we just have more connection with everyone all the time."

It is also how students like Mr. Babineaux learn and get information.

"Social media has helped me get a lot more prepared for Princeton," he said, adding that he has scrolled through old posts of campus ("I have never seen snow") and watched videos, including of graduation. "I thought, 'That will be on my Instagram page in four years.'"

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The iGen Shift: Colleges Are Changing to Reach the Next Generation (Published 2018)

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The newest students are transforming the way schools serve and educate them, including sending presidents and deans to Instagram and Twitter. Credit... Henning Wagenbreth They are, of course, super connected. But on their terms. Which is why college-bound iGens (Gen Zers, if you prefer) present a challenge to the grown-ups on campus eager to reach and teach them.

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this shares the perspective of the teenagers in generation z. the narrator was relaying the experience with a movie she had seen, Eighth grade. she believes the voting age should be lowered to 16.

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Thinking about the lives of young people today and what they need most.

By Kathleen O'Brien

Ms. O'Brien is a staff editor for the Opinion section.

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Elsie Fisher as Kayla in the film "Eighth Grade." Credit Credit Josh Ethan Johnson/A24

I watched the superb movie "Eighth Grade" this week, a film about the awkward inner life of a girl about to finish middle school. Her agonies made me squirm and recall my own emotional roller coaster at that age. The mom in me wanted to let her know that everything would be O.K.

So this weekend I wanted to share some favorite recent pieces on the fraught teen years. Several I found revolved around the anxiety many teens feel. What can adults do to understand what they are going through? What should we remember as we try to guide them through rough times? These might be a starting point for answers.

Other writers were grappling with issues like racial bias and the cultural forces that contribute to school shootings. All I could think was that our young people deserve a better world than the one we're leaving them - and I hope we can create it. One of my favorites in this collection argues for lowering the voting age to 16. A little power at the ballot box could go a long way.

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Credit Anna Parini

Teenagers are struggling with anxiety more than any other problem, perhaps more than ever before, the psychologist Tracy Dennis-Tiwary writes. There's a good chance that it is anxiety that is driving teenagers (and the rest of us) to escape into screens as a way to flee fears.

There is a darker side to adolescence that, until recently, was poorly understood: a surge during teenage years in anxiety and fearfulness, the psychiatrist Richard A. Friedman writes. Largely because of a quirk of brain development, adolescents, on average, have a harder time learning how not to be afraid than either children or adults.

Also from Laurence Steinberg: We lament the delayed entry of young people into adulthood. But prolonged adolescence, in the right circumstances, is actually a good thing. It fosters novelty-seeking and the acquisition of new skills.

Josephine Sittenfeld, a photographer, was sorting through her high school bedroom and created this poignant photo essay about what she discovered. "My takeaways from a weekend visiting my former self? I was boy-crazy. I worked really hard in school. I yearned for a bigger, more exciting life."

After the March for Our Lives rally, the historian Jon Grinspan wrote about times that young Americans changed the country's politics, even in periods of bleak partisan divide. Will they do it again?

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Opinion | Weekend Reads: Those Terrible Teenage Years

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Thinking about the lives of young people today and what they need most. By Kathleen O'Brien Ms. O'Brien is a staff editor for the Opinion section. I watched the superb movie "Eighth Grade" this week, a film about the awkward inner life of a girl about to finish middle school.

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Move Over Millienials, Here Comes Generation Z

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Move Over Millienials, Here Comes Generation Z

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this article states that generation z is cliche and entitled. we were born in the boom time and and relative peace. the narrator suggests we are basing our characters off of tv personas.

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Move Over, Millennials, Here Comes Generation Z (Published 2015)

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Hear the word "millennial," and plenty of images spring to mind. There's Facebook's Mark Zuckerberg, in his hoodie, earning his first billion by the age of 23. There's Miley Cyrus, preening for the cameras in a flesh-baring act that recalls a Snapchat sexting session.

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Gen Z: What To Expect From The New Workforce

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Gen Z: What To Expect From The New Workforce

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we experience a difference in applying for jobs than generation x. generation z is not use to having to work for something, they are used to it given by their parents. the generations are stuck on the devices they were born into.

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When you hear the word "millennial," you probably think of people in their 20s eating avocado toast and dominating social media. However, the oldest millennials are now actually in their late 30s, with Pew Research Center defining the generation as anyone born between 1981-1996. With most millennials now well into adulthood and transitioning into leadership roles, a new, younger generation is now taking over the workforce: generation z.

Pew Research Center has now turned their focus to g eneration z after over a decade of research dedicated to millennials. But why is g eneration z suddenly so important?

The generation is defined as anyone born from 1997 onward, which means the oldest members ofg eneration z are graduating college this year. While millennials still dominate the market, outnumbering any other generation, we will soon see an influx ofg eneration z workers entering the workforce. Andg eneration z are made up of approximately 61 million people in the U.S. So what can we expect from this new generation in terms of the job market?

Generation z's life experiences affect the types of jobs they seek, and what's most important to them. They highly value success, with professional and academic achievement ranking as most important. Generation z is perhaps even more success-oriented than any other generation, due to the shifting demographics over the years. Baby boomers were more likely to cite family and religion as "central to their identity," whereasg eneration z is all about that personal success.

You may have heard the stereotype that millennials are chronic job-hoppers who can't stay settled down in one job. Don't look tog eneration z for similar habits. They're interested mostly in "future-proof" jobs and job stability, according to studies conducted by Indeed.com. Having grown up in a tumultuous time for economics and politics (they were only four when 9/11 occurred, and grew up during the Great Recession),g en zers are incredibly focused on finding stable jobs, mostly in tech and health-care.

And they're learning from previous generation's pitfalls... Only 11% of gen zers said they'd take on debt in order to cover the costs of higher education. In fact, they aren't even that focused on higher education to begin with. 75% said they didn't consider college the only path to a strong education, and many are choosing to go straight into the workforce. After watching their parents deal with the Great Recession, and seeing the student loan issue play out, it's no wonder gen zers are determined to find stable jobs as quickly as possible, while getting into as little debt as possible.

But companies will still have to put the effort in to hiring this new generation. Studies showg eneration z workers are invested in positive work environments, with 77% saying a company's diversity would be a deciding factor. Company marketing and branding is also crucial, as 70% of prospective employees look at company reviews on sites such as Glassdoor, and 69% are more likely to apply for a specific job if the company manages its brand well.

As the workforce changes, so will the ways in which companies seek out and hire employees, and how these employees engage with the job market. With fewer gen zers prepared to shell out for higher education, we can expect a surge of new employees sooner rather than later. We can also expect a new sort of generation, one more interested in workplace atmosphere and job fluidity ( 75% of gen zers expressed interest in inhabiting numerous roles within a company).

Get ready for generation z - the new workforce is here.

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Gen Z: What To Expect From The New Workforce

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When you hear the word "millennial," you probably think of people in their 20s eating avocado toast and dominating social media. However, the oldest millennials are now actually in their late 30s, with Pew Research Center defining the generation as anyone born between 1981-1996.

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Online Marketing As We Know It Is Changing With The Rise Of Generation Z

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Online Marketing As We Know It Is Changing With The Rise Of Generation Z

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we are truly the first digital generation because we were born into the technology. we spend an average of five and six hours of being on technology. we are great at multitasking with technology.

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It seems that on a regular basis, we hear about Millennials, their habits, likes and dislikes, and how businesses can best market to them. But believe it or not, it's time to start looking at the next generation. Generation Z , who were born approximately between 1995 and 2014, are the first truly digital generation. They have grown up with technology from day one, are very adept to communicating on social media, are tech savvy, and have always had high-speed internet (how lucky).

Whether you refer to them as iGeneration, Net Gen, Digital Natives, or simply Gen Z, their presence as consumers and in the workforce is changing online marketing as we know it.

Marketers are spending millions across all of the major social media platforms to gain followers and increase brand awareness. And just a couple of short years ago, that was the way to go because it worked. However, with Generation Z coming up economically, the old strategies just aren't cutting it. Or if they are still working, it's costing a lot more to make the same impact.

With an extremely saturated online marketplace, the competition is stiff, making it tougher to stand out.

So how can you grow your audience, increase brand awareness and turn online users into leads without spending a fortune in this new age of Gen Z digital native buying power?

Make it easy for the younger audience to engage.

On average, Gen Z spends between six and nine hours per day consuming media. And they use an average of five screens - smartphone, TV, laptop, desktop, and tablet - switching among them for different purposes. As a comparison, millennials use three screens on average.

This could be why they lose interest very quickly, no matter how good your content is. If it takes more than a step or two, you'll lose the attention of most younger people. And that means that they won't opt in, they won't share your post and they may not come back to visit your website. So, the goal is to make it easy for them to engage.

"Add social sharing buttons to everything, and add a bunch of them. Facebook, Whatsapp, Telegram, Twitter, the list goes on. Give your Gen Z audience the option to share to any and all the platforms they may use, because that's what they are inclined to do. When it otherwise would take a lot of effort to share your content, these buttons only take two steps. Now everything from your blog posts to paid offers can be shared easily, which means they will be shared more often," says Vin Clancy, online entrepreneur and influencer who recently released a new eBook, Ace the Game . Hisbook includes online marketing strategies that entrepreneurs at all levels can digest and easily implement.

"Only add one strong call-to-action. If you add a bunch of links or ask more than one thing of your visitors, you will lose them. Make it simple and let your visitors know exactly what you want them to do, whether that is comment, reply, purchase or opt-in," adds Clancy.

Gen Zs are in a hurry and typically don't spend much time reading an entire email or article. That's why it's important to keep headlines, titles for blog posts or webinars, and offers, clear and catchy. They need to be attention-grabbing and let readers know exactly what they will get for investing their time.

When social media strategies get popular, they also lose effectiveness.

While Facebook, YouTube and Instagram are among the social networks with the most users, they also have a lot more competition and aren't the only options out there.

The younger generation (and potential followers) are on other social media platforms and websites that aren't as well known. In fact, only 10% of Facebook users are under 24 years old. If you are trying to reach the Gen Z consumer, Facebook would not be your best option.

Pinterest users are not only slightly younger, but it's a great platform for marketing because one image can keep working for you time and time again.

You can also head over to Quora, a site where people ask questions about anything they want to know, and answer questions related to your industry. "Quora has proven to be a great way to not only gain followers but to also boost your credibility and brand," says Clancy.

The key is to analyze many different social networks to determine where your target customer spends their time and develop a strong marketing strategy for that platform.

Optimize your content the right way.

There is so much content pumped out on the internet these days, it's important to optimize that content so it gets widely read. In fact, you should spend 80% of your time promoting your content, and only 20% of your time actually creating it. There's no point in publishing content if no one ever comes across it. Make sure you are driving traffic to your site or blog through all available means.

"Most people are familiar with how to use Google, but few really understand how it works. You need to understand it and then optimize your content for it. In order to do that, you need to understand what your potential followers are looking for online," says Clancy.

Once you've analyzed what your target customers are searching for, use that search data to come up with long tail keywords, which are three or more highly targeted words, and optimize your site for those phrases. This will get you more web traffic, and as a result, more potential clients.

When marketing to this generation who are high on likes, were too young to actually remember 9/11, and who see no difference between friends they've met in real life or only know online, it's important to consider their unique upbringing and relationship with social media so you can deliver a marketing message that resonates.

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Online Marketing As We Know It Is Changing With The Rise Of Generation Z

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It seems that on a regular basis, we hear about Millennials, their habits, likes and dislikes, and how businesses can best market to them. But believe it or not, it's time to start looking at the next generation. Generation Z , who were born approximately between 1995 and 2014, are the first truly digital generation.

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Generation Z characteristics: 5 infographics on the Gen Z lifestyle

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Generation Z characteristics: 5 infographics on the Gen Z lifestyle

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we spend more time on our phones and millenials on tablets and baby boomers are on the tv all the time. generation z is more likely to diy than millenials. 75% of teens turn their hobbies into jobs.

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Just when many companies are finally starting to understand millennials, a new generation is starting to emerge. Generation Z-people who were born from 1995 onwards-is making its presence known as people from this generation are starting to enter the workforce and earning their own income.

Marketers and market researchers still have a lot of work to do to deepen their understanding of this generation. Here are five infographics that paint a picture of the Gen Z landscape.

1.Their media consumption habits differ from previous generations-even millennials.

In 2015, Vision Critical conducted an exclusive study that exposes the changing media consumption habits of younger consumers. While Gen Z follows millennials closely, these two generations are not entirely identical when it comes to the social media networks they visit, the devices they use and how much TV content they consume.

Some notable stats about the Generation Z characteristics from the infographic:

On average, Gen Z uses their smartphones 15.4 hours per week-more than any other type of device.

Gen Z consume 13.2 hours of TV content per week-significantly less than boomers and Gen X.

There has been a 41 percent increase in the use of ad-blocking software in the past 12 months.

2. They prefer cool products over cool experiences.

Many studies have suggested that millennials are looking for great experiences, not great products. But the same is not necessarily true for Gen Z. This infographic from Deep Focus shows that Gen Z's expectations from the brands they buy from differ from what millennials are looking for.

3. Entrepreneurial and tech-savvy are two Generation Z characteristics.

What makes the Gen Z employee tick? The infographic below, produced by NextGeneration Recruitment, outlines the differences between Gen Z, Gen Y and Gen X, and highlights why employers should continue to build their understanding of each group.

4. They respond to edgy campaigns.

Traditional marketing doesn't work for Gen Z. Marketers need to embrace technology and new ways of storytelling. According to an infographic from Upfront Analytics, Gen Z customers respond to edgy and visual marketing tactics. Videos-especially short ones like those created via the social network Vine-work particularly well with young customers.

5. They want to co-create culture-and they do.

In 2015, the market research firm Wildness conducted a study on 12 to 24 year olds in the U.S. The company's top conclusion? This "post-internet generation" doesn't simply consume entertainment-they help create and shape it.

From the infographic:
What we've uncovered in our research is that this is a generation of CCs (Culture Creators) that are redefining entertainment, consumption, the workplace and marketing. The CCs are empowered, connected, empathetic self-starters that want to stand out and make a difference in the world. They have created a new Cultural Currency that values uniqueness, authenticity, creativity, shareability and recognition. What's different for this generation is not as simple as the internet or technology. Technology is an important component, but what's changed is this generation's relationship with culture.
The study revealed that 80 percent of Gen Z say finding themselves creatively is important. Over 25 percent post original video on a weekly basis, while 65 percent enjoy creating and sharing content on social media.
Conclusion
These infographics reiterate the need to engage with and understand Gen Z -an increasingly important group of customers who will help to shape the future. As Gen Zs enter the workforce and their purchasing power increases, companies can't afford to act within conventional assumptions or generational frameworks. A deeper understanding of Gen Z customers-one that is rooted in continuous, two-way dialogue -is required to deliver products, services and experiences that this elusive and evolving generation is looking for.

If you liked this article, you might like:

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Generation Z characteristics: 5 infographics on the Gen Z lifestyle

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Just when many companies are finally starting to understand millennials, a new generation is starting to emerge. Generation Z-people who were born from 1995 onwards-is making its presence known as people from this generation are starting to enter the workforce and earning their own income.

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"Generation Z is the most challenging , social but insecure group to enter the workplace,” says Ricoh Europe

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"Generation Z is the most challenging , social but insecure group to enter the workplace,” says Ricoh Europe

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generation z is more likely to apply to a job that makes them feel like they are making a difference. Generation z has a higher expectation for a workplace because we don't want to be super frustrated which unfortunately happens. one of the factors that makes us frustrated is the lack of communication.

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Ricoh Europe, London, 05 October 2015 - While most businesses are still pre-occupied with integrating and accommodating Millennials in the workplace, new research commissioned by Ricoh Europe shows that Generation Z, those currently aged 19 years and younger, are about to pose major challenges for businesses.

Generation Z have higher workplace expectations than older groups yet they will become more quickly frustrated, too. Salary aside, for Gen Zers the main attractions to a company are a work-life balance (48 per cent), working with great people (47 per cent), then flexible working hours, good perks and job security (all 42 per cent). Older generations not only demanded less from employers, their preferences also differed with job security being front-of-mind for Baby Boomers and work-life balance for Gen X and Millennials.

Plus, more than double the number of Gen Zers are attracted to a company that enables them to feel like they're making a difference to the world - 34 per cent compared with 13 per cent of Baby Boomers, 14 per cent of Gen X and 15 per cent of Millennials. And almost three times as many Gen Z respondents are attracted to companies that offer technology to enable people to work more efficiently (28 per cent) than those from the older generations (10 per cent).

Gen Zers also indicate they will become frustrated far more easily than older generations. Communication is key with 43 per cent saying they would be irritated by a lack of communication from colleagues, compared to 19 per cent from other generations.

And when considering ways of working, 30 per cent would find a "lack of flexibility in hours" a serious frustration with their job - compared with just 13 per cent of Baby Boomers, 17 per cent of Generation X and 20 per cent of Millennials. Meanwhile, a third of Gen Z would be frustrated by a lack of information sharing, and the same number by a lack of innovation.

David Mills, CEO of Ricoh Europe, said: "Generation Z has high expectations from their employers - and so they should. Why shouldn't flexible and remote working truly become the norm? As history dictates, these preferences only grow as the world of work continues to evolve at a rapid rate.

"With Generation Z's appetite to work collaboratively and remotely, across platforms and borders, adopting new ways of working is a must, not least as a measure to ensure competitive edge and attract the best talent. But having the relevant underpinning processes, the foundations for success, is crucial. From the SMB to the large multi-national, no business can afford to adopt new ways of working without making a genuine commitment to monitoring the strength and relevance of the processes that enable them."

But despite being demanding, Generation Z are also acutely aware of their workplace weaknesses, and believe they have a lot of skills to learn to be effective at work. In fact, self-critical Generation Z think they have more work to do to develop their skills than any other generation does.

Over half (55 per cent) of Generation Z think they need to improve their face-to-face communication skills while only 41 per cent of Baby Boomers agree that Gen Z needs to develop in this area. Other skills Gen Zers believe they need to develop quickly are communicating with colleagues in a professional manner (48 per cent), resolving conflicts or disagreements (47 per cent) and meeting deadlines (37 per cent). Consistently, older generations rate Generation Z's skill-set more favourably.

The survey also reveals that Generation Z have high expectations of their own positive impact on the workplace. Most of them believe they will bring new ways of working (65 per cent), exceptional technology skills (63 per cent) and new ideas and fresh thinking (61 per cent).

Mills added: "While the latest group of young workers gets set to help businesses become more agile and digitally-savvy, the environments they are entering are often restrictive. Given their desire for constant innovation, instant communication and open collaboration, Gen Z will be a big challenge for businesses. They certainly know what they want from an employer. But these are rightful expectations, rather than outlandish demands."

Find out more at www.ricoh-europe.com/thoughtleadership.

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"Generation Z is the most challenging, social but insecure group to enter the workplace," says Ricoh Europe

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Ricoh Europe, London, 05 October 2015 - While most businesses are still pre-occupied with integrating and accommodating Millennials in the workplace, new research commissioned by Ricoh Europe shows that Generation Z, those currently aged 19 years and younger, are about to pose major challenges for businesses.

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Nathaniel Turner talks about how millennials have put Generation Z in a horrible place. He made an acronym, I.D.E.A., Impatient, Distracted, Apathetic, and Entitled. He says that we are only part of I.D.E.A. because of the millennials and previous generations put us in situations which ended up in corrupted teenagers.

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We Owe Generation Z an Apology Today | Nathaniel Turner | TEDxHobartHighSchool

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she addresses the most implicated stereotypes of generation z because she is the editor-in-chief of a youth magazine and she feels it is her responsibility. she also addresses the fact that we don't have magazines for the youth and only for the youth. she calls out the people who think that the youth are no observant enough, the truth is we have seen more than any other generation because of when we were born, of course this is going off of the socially different people coming out and releasing their thoughts, beliefs, and concerns.
(sorry it was long, i had a lot to say

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A manifest from Generation Z | Elise By Olsen | TEDxOslo

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Elise By Olsen is 16 year old and is the editor-in-chief of youth culture magazine Recens Paper. In her talk, she hopes to bring clarity about Generation Z and the essential themes from the youth point of view. 16 years old, Oslo-based and the editor of Recens Paper.