In fact, 75% of women and 66% of men say they are more likely to choose a company with a demonstrated commitment to a diverse, inclusive and equitable workforce. Handshake, a job site that connects college students with internships and entry-level positions, recently surveyed 1,000 job seekers age 18 to 25 for its Network Trends Report: Gender, Equity, and Gen Z. The expectations of work have changed. Offers may be subject to change without notice. Moreover, women still face barriers in perceptions around the work theyre suited for. Download the full report to learn how Gen Z builds network connections When baby boomers and Gen X were seeking their first jobs, success was directly proportional to who you knew. Digital networks are well-situated to act on this latent desire from graduates, particularly graduates of color, to support younger students in their early careers. Recruiting Gen Z - Handshake Training While more companies are offering pay ranges in their job postings, many are doing it begrudgingly. It shows a clear expectations gap for women has formed even before they enter the workplace. Moreover, pay transparency is essential to narrowing the gender pay gap and advancing equity in the workforce, Workman added. Watch the clip below to get a sense of how Hannah nurtures early-career relationships on Handshake to learn more about her dream role. From remote work to growth opportunities, learn what underrepresented early-career talent wants from an employer. The network doubles again! Remote work: In order to understand remote trends, we utilized two key data points submitted by employers when creating a full-time job posting on Handshake: whether the job is remote or remote-friendly (a remote flag), and the city where the job was based. Watch the official trailer and join us virtually on May 17 and 18 to learn what's next in early talent . Already an ATD customer without a web account? This generation of students and upcoming graduates are hungry for transparency from employers, Valerie Capers Workman, chief legal officer at Handshake, told Yahoo Finance. Learn how to navigate and strengthen trust in your business with The Trust Factor, a weekly newsletter examining what leaders need to succeed. Follow her on Twitter @kerryhannon. Researchers also discovered that more than half of job seekers in this age group, regardless of gender, will not apply for jobs at companies that lack gender diversity. And since employers are clearly still dancing to keep up with resignations, that matters. Please try again later. Gen Z Job Seekers Look for Gender Diversity in the Workplace Handshake recently interviewed 1005 students, ages 18-25, around issues surrounding gender diversity in the workplace. Will watching women leaders leave discourage college students and young professionals from applying? Handshake, a job site that connects college students with internships and entry-level positions, recently surveyed 1,000 job seekers age 18 to 25 for its Network Trends Report: Gender, Equity, and Gen Z. Women in leadership is a selling point to early-career women. "They're a really realistic generation," Farah Mohiuddin, Forage customer success manager and early talent expert, says. In a previous Handshake Network Trends report, respondents overwhelmingly cited a clear salary range on a job description as the greatest motivator when applying to a position, according to Workman. Sooner rather than later is a good strategy, however, for firms scrambling to fill job openings. Basil Sadiq on LinkedIn: Gender, Equity, and Gen Z | Handshake Network Denisha is a first-generation college student who sparked her professional network following a single DEI recruiting event. Flexible work is no longer a temporary compromiseits a new reality. The current gender pay gapwomen earned $0.82 to every dollar men made in 2022stems from a broad range of issues. Get the full report to learn how Gen Z builds network connections. Over 1,200 respondents completed the survey, which examined how Gen Z alumni viewed their own experience in their early career, what they believed led to success, and their willingness to support other job seekers in the future. Researchers found that, before applying to a job, 65 percent of women and 83 percent of nonbinary respondents look to see whether women are represented on a prospective employer's leadership team. Gen Z is ready to connect and mentorthey just need the avenues to do so. Interestingly, culture is relatively unimportant to Gen Z prospective employees. We grounded our analysis in an employers remote flag, a clear signal from employers about whether the poster explicitly considered a job open to remote work. Researchers found that, before applying to a job, 65 percent of women and 83 percent of nonbinary respondents look to see whether women are rep. Gen Z: Trends in consumer behavior and in the workplace | McKinsey Even among those satisfied with their current job, more than a third said that they are constantly searching for new job opportunities. Early-career job seekers are architecting relationships in novel ways, accelerating the pace and scale in which they grow their networks and advance their careers. Women, for example, only make up 27% of the workforce in the typically higher-paying science, technology, engineering, and math (STEM) industries. Report. Women have a slightly lower expectation around what they might be worth and what they would expect going into particular fields compared to their male counterpartsand that apparently starts early. Back Submit. In fact, 67% of early-career job seekers believe you do not need to meet in person at all to forge a meaningful connection. The changes that are happening around pay transparency can actually be one of the first very tangible concrete steps in reducing that expectations gap, Cruzvergara says. Remote job modeling: To understand the relationship between remote jobs and a citys popularity in terms of applications (i.e., the number of applications divided by the overall number of jobs), we created a multiple linear regression model, controlling for factors such as the number of jobs in a citys technology sector, the total number of applications created in 2021, and the citys population using recent U.S. census numbers. That is true of those just entering the workplace and plays a significant part in the companies they choose to work for. Fall 2020 College of Engineering Enrollment Report - Ethnicity Breakdown Fall 2020 College of Engineering Enrollment Report - Major Breakdown Year-by-year enrollment and graduation data for the College of Engineering for the last 10 years Year-by-year enrollment, graduation and diversity data for all programs ANNUAL ACTIVITY REPORT Employers need to know that we prioritize a work-life balance, healthy company culture, and fair compensation for our labor so that we can afford to live comfortably. Terms of service Along. --Women and non-binary individuals are almost twice more likely than men to say that seeing women in leadership roles makes them likely to apply to a job Terms of service Gender, Equity, and Gen Z | Handshake Network Trends This class is honestly one of the first to graduate with more pay transparency than any of us had ever experienced or seen, Cruzvergara adds, saying theyre the guinea pigs to see how these new regulations change perceptions. Comparable pay disclosure laws are already in place in Colorado and New York City, while Maryland and Rhode Island require salary information to be provided when an applicant requests it. Download the full report for recommendations. And its true that tech jobs are frequently listed as remote: more than 1 out of 4 jobs in tech and IT were marked as remote on the Handshake network. Gen Z women and men also say salary is the number one motivator for staying in a job. Join us to learn how the Stony Brook University Career Center educated students on how to identify employers that feature diversity and inclusion practices through the creation of a Diversity Employer Video Webpage showcasing industry partners and their diversity mission statements, employer resource groups and inclusive recruiting practices. Generation Z Workplace Statistics - Rutgers University Network Trends Blog | Handshake Previous research also shows that women often dont negotiate their pay as well as men when applying for a job or wont even go for a job if they feel unqualified. Our first Handshake Network Trends report, " Gender, Equity, and Gen Z ," analyzes product usage and survey results from over 1,000 college students to determine what the most diverse generation of job seekers demands from employers when it comes to diversity, equity, and inclusion. In this report, insights drawn from Handshakes platform show that while remote jobs get nearly triple the applications that non-remote jobs do, Gen Z applicants still care about location and cost of living. Meaningful work also matters to Gen Z, especially to women and non-binary individuals. 87% of alumni believe that responding to an employers message online can lead to job opportunities, while 80% think that reaching out to an employer first may lead to a new position. Mind the Gap Sign up for this free weekly newsletter. We know that for Gen Z, good intentions are not enough. Download the full report for recommendations. "This survey surfaces several actionable insights for employers: promote women, and be transparent about your pay. But no matter how remote is defined, it gets outsize attention from applicants. This means that jobs that just contained the words remote or telework, or phrases like work from home, were not considered remote jobs in this analysis. Suggesting an evolution in the good old boys club of network building, women are 26% more likely than men to believe that you do not have to meet in person to make a professional connection (when controlling for race and ethnicity). We cant afford to settle for less., The wide availability of remote jobs is transforming cities and creating new hubs of Gen Z talent. Curriculum 30 min What We Know About Gen Z Overview 1 min Handshake Network Trends: Gen Z 3 min Informal Relationships and Why They Matter 3 min Using Messages to Build Relationships Overview 1 min , , , , , , Environmental, Social and Governance (ESG), HVAC (Heating, Ventilation and Air-Conditioning), Machine Tools, Metalworking and Metallurgy, Aboriginal, First Nations & Native American, Handshake Network Trends Report: Gender, Equity, and Gen Z. But 18% of those only do it when they are required by law, according to the report. Gen Z isnt dodging the pitfalls of pay equity issues as they enter the workforce. This report examines the factors that compel Gen Z to apply for jobs, equipping employers to build diverse talent pipelines amidst a rapidly evolving job market. Top talent is always in demand, and as employers put a stake in the ground on diversity and inclusion, they'll be wise to listen to this next generation of hires particularly, women and non-binary individuals.". Click here to sign in. Many employers don't buy into pay transparency, study finds And work culture did not rank as one of the top three most important job characteristics for men, women or non-binary individuals. Click here for the latest economic news and economic indicators to help you in your investing decisions, Read the latest financial and business news from Yahoo Finance, Download the Yahoo Finance app for Apple or Android. But Gen Z women expect a $6,000 lower average salary compared to men, Handshake . But Gen Z women expect a $6,000 lower average salary compared to men, Handshakes analysis finds. If competition for new hires doesnt moderate more, employers will need to attract workers through higher wages, more generous benefits, or more flexible work arrangements.. Pulling gender and ethnicity data into reporting. Providing digital resources for students about how to approach the recruitment process with a company or organization, conduct researchand ask meaningful questions of the interviewer in order to learn about their diversity, equityand inclusion initiatives is an effective way to help them find that environment. Follow Yahoo Finance on Twitter, Facebook, Instagram, Flipboard, LinkedIn, and YouTube. Handshake. View my verified achievement from USF Corporate Training and Professional Education. Pay equity and transparency are also important for this generation. About 27% of organizations are including pay ranges in job listings regardless of the legal requirements, according to Payscales 2023 Compensation Best Practices Report. Attracting women early in their careers begins with promoting more women in general, Handshake researchers say. If you want to hire more women, start by promoting women, noted the research. Survey: Employer Stability Tops Generation Z Job Search Priorities - SHRM The results come as state and local laws requiring pay disclosures gain momentum with legislation in California and Washington state going into effect Jan. 1 and a similar one following later this year in New York state. Mapping Gen Z | Handshake Network Trends All Rights Reserved. One in two members of the class of 2023 says current economic news has impacted their career prospects, according to Handshake's 2023 Network Trends Report. Just a little over half of organizations (55%) reported they have a compensation strategy, up 7% since last year, according to Payscale.This is critical because a compensation strategy is required for building formal pay structures and complying with pay transparency legislation, Thomas said. Download Android App. This remained true even when controlling for a citys population and tech sector. Pay transparency regulations, she adds, can actually help with that. Accessibility, How new grads are preparing for the future of work. And about half of respondents said they would leave a job if it did not meet their expectations for social justice or equity. Findings from the Handshake study Gender Equity and Gen Z: --Women and non-binary individuals are almost twice more likely than men to say that seeing women Non-binary individuals ranked meaningful work as the most important factor when choosing to stay in a role, and women ranked it second. Please share with your networks! Sign up to get PRNs top stories and curated news delivered to your inbox weekly! Jan. 2020 sees a new Institute for Women's Policy Research report on how states benefit from investing in higher ed. But with fewer women in the workforce, how can companies do that? Employers committed to hiring Gen Z talent should carefully consider which jobs truly need to be in the office, and which can be done remotely. Handshake is the number one site for college students to find a job. Even during COVID-19 Ive had virtual meetings and calls with professionals.. And 9% of government jobsD.C.s largest sectorwere remote, 5 percentage points higher than the Handshake network. Diversity matters a lot, and not just to women. Something went wrong on our end. Terms of service View on-demand recording On-Demand Webinar Who Wins With Virtual Recruiting? Showing flexibility is an important indicator that a company can respond to their employees needs beyond salary. Currently, Colorado, California, Rhode Island, and Washington, as well as New York City, all have some type of pay transparency mandates on the books. Data were cleaned and analyzed across gender, race and ethnicity, institution type, and other groupings. women often dont negotiate their pay as well as men, wont even go for a job if they feel unqualified, all have some type of pay transparency mandates.