I had the opportunity to present as part of the Scripps Howard Center for Civic Engagement’s Six@Six series. The Center is dedicated to connecting the university with the broader community, creating space for dialogue on issues that matter. Their Six@Six series brings faculty expertise into public conversations—six evenings, six topics, six ways to engage with ideas that shape our world.
My talk, ‘Gen Z and the Growing Skills Gap,’ explored how the newest generation entering the workforce is reshaping expectations, and why employers and educators alike need to rethink how we prepare and connect talent to opportunities.
Gen Z and the Growing Skills Gap
For the first time in history, five generations are working side by side. This generational mix brings different expectations, communication styles, and career priorities into the workplace. At the center of this shift is Gen Z (born ~1997–2012)—the newest entrants navigating a rapidly changing economy.
What Shapes Generations
Each generation carries the imprint of the economy in which it grew up. Baby Boomers rode the postwar prosperity, Gen X adapted to recessions and high divorce rates, Millennials faced the Great Recession, and Gen Z came of age during the COVID-19 pandemic, technological disruption, and economic uncertainty. These formative events shape not just values, but also perceptions of work and security.
Gen Z’s Expectations
One striking insight: Gen Z believes they need $585,000 to feel financially secure—far higher than other generations (Boomers: $99k, Gen X: $212k, Millennials: $180k). This suggests a rise in financial anxiety and a shifting definition of “enough.”
At the same time, Gen Z prioritizes meaning, work-life balance, and a selective approach to careers, often questioning whether traditional education is delivering on its promises.
The Skills Gap Debate
Employers often say Gen Z isn’t workforce-ready: 94% report avoiding hiring recent graduates. But the data shows a more nuanced picture. Students rate themselves highly in leadership, integrity, and decision-making, while employers also value these same traits. The gap lies less in actual skills and more in perception, bias, and communication.
Bridging the Divide
To close the gap, we need stronger connections between education and employers:
Curriculum design aligned to workforce competencies
Mentorship and Fellows programs to provide real-world exposure
Experiential learning (like the Econ Games) to build confidence and demonstrate value
Employers need to improve their onboarding and employee development programs.
The Bottom Line
Gen Z is not unwilling to work; they are redefining what work should mean. The challenge isn’t just preparing Gen Z for the workforce, but also preparing the workforce to understand and unlock the potential of Gen Z.
