The workforce of today is witnessing the arrival of a new breed of employees – Generation Z. Born between 1997 and 2015, Gen Z brings with them unique expectations and values that require adaptation across strategies for attracting, retaining, and nurturing this emerging talent pool.
Recently we asked our followers if their company adapted to embrace more Gen Z employees, and 38% of them said their company already was or is planning to bring in new talent by embracing change.
We believe adapting company strategies for attracting, retaining, and nurturing this emerging talent pool is essential. Here are 5 key aspects of creating a multigenerational work environment.
To create a Gen Z-friendly work environment, HR departments must embrace change and create policies that prioritize flexibility. Gen Z individuals seek opportunities for growth, meaning, and purpose in their careers. HR managers should foster an agile work environment by shifting from traditional hierarchical structures to more flexible organizational models that encourage cross-functional collaboration, and idea-sharing, and empower all employees to make decisions.
Gen Z values work-life balance more than any previous generation. Implementing policies that promote a healthy integration of work and personal life include flexible working hours, remote work options, and unlimited vacation policies. Encouraging a healthy work-life balance creates a positive environment for all employees to thrive, leading to increased productivity, loyalty, and engagement.
Gen Z has grown up in a world where technology is ever-present. To create a work environment that is conducive to their needs, departments should prioritize a digital-first approach, utilising innovative communication tools and collaborative platforms, as well as offering training on new technologies to optimise productivity and simplify workflows. By establishing a tech-focused workplace, businesses can achieve seamless integration.
Diversity and inclusion are essential for creating a positive work environment. Recruiters and HR departments should prioritise building diverse teams, implementing inclusive recruitment practices, and creating a safe and supportive workspace for all employees. Encouraging diversity in perspectives, experiences, and backgrounds fosters innovation and encourages collaboration, making the workplace more attractive to Gen Z talent.
A strong company culture is a crucial factor for employees when choosing an employer. Companies should focus on fostering a positive culture that aligns with contemporary values. This involves regular communication, providing opportunities for professional growth and development, recognising, and celebrating employee achievements, organising employee outings, and fostering an environment of open feedback and transparency. By creating a culture that fosters engagement and a sense of belonging, you can attract and retain top Gen Z talent.
Creating a Gen Z-friendly environment requires embracing modernisation, and change, prioritising work-life balance, embracing technology, fostering diversity and inclusion, and cultivating a strong company culture. By ensuring these elements are in place, you can attract and retain top young talent and drive towards future success.
If you are looking to join a fast-paced, forward-thinking company – why not join the Impact team?
This Earth Day, we look at our dedication to being a responsible business and why our clients choose Impact as their ethical recruitment partner. Working positively with our team, clients, candidates, and wider community is part of our DNA. We believe a more sustainable world starts with us taking action!
Diversity & Inclusion
As people who really want to make a difference, we’ve talked to lots of clients about how important it is to bring in candidates from different backgrounds, especially those that have faced difficulties and our ED&I manager Dan, works closely with our team and clients to inform and educate, we asked him why businesses need to diversify their hiring process.
‘Diversifying the hiring process is great for both businesses and professionals from marginalized and under-represented groups. Whether it’s anonymizing CVs or having a diverse interview panel, companies are at their best socially and commercially when they’re able to attract and retain talent from diverse backgrounds. Knowing that you’re playing a part in ensuring a fair and equitable process for all feels rewarding. It’s a win-win at the end of the day!’
AfroYanga is happening this summer!
As part of our Social Impact programme, Impact is excited to be collaborating with one of our community partners Living Free UK to organise AfroYanga (meaning ‘African Pride’) – an annual Pride event that celebrates LGBTQ+ Migrants, asylum seekers, and Refugees of African descent and allies in the U.K. This is a special evening to inspire and celebrate through insightful discussions and workshops, professional networking and an Afro-themed entertainment with food, music, and drinks.
For more information on how to get involved, please contact Daniel.
Employee Involvement & Wellbeing
We appreciate the pressures of juggling life and work and ensure all of our team are looked after within a supportive and fun environment!
Our ‘Community Programme’ benefits charities and community groups, as well as promoting a sense of achievement and positive team building like our most recent trip, where the team headed outside of the city to plant trees.
Our team’s wellbeing is our top priority, so we enhanced our benefit package to introduce critical illness cover – a benefit we hope our team will never need, but we know how important it is to have the reassurance and support!
Ethical Business Values
We’re committed to using our position as a force for good! In 2019 we were accredited as a London Living Wage employer which means that every member of staff and our temps will earn a real Living Wage, plus we insist that all our 3rd party contracted staff are paid above the Living Wage too.
If you want to know more about our commitments and what the future holds for the rest of 2023 – download our market guide!
As part of Trans Awareness Month, we had an in-house chat with Kyran (he/him) – our Creative Consultant and Daniel(he/him) – Our ED&I Recruitment Specialist about what it means to be Trans and ways employers can make the workplace more inclusive for Trans professionals.
Kyran graduated from Staffordshire University gaining a First-Class degree in Computer Games Design (Hons), going on to specialise as a 3D Environment Artist. Fresh out of university, he found a taste of recruitment by joining Impact and is now loving every minute of it.
Outside work, you can catch him watching scary movies (most likely hiding behind a pillow), burying his nose in a good book, or volunteering.
Kyran shared his personal experience around self-discovery, coming out as Trans to his family/friends and medical transition. He also added that despite the initial shock, he was lucky to receive an overall positive response from his family as he acknowledges not all Trans people are fortunate to be in this position.
When asked why many cisgender people may find it difficult to ask questions about the Trans experience in order to not cause offence, Kyran advised that doing some research on Trans topics/issues is a good starting point – as well as accessing the relationship and boundary with the Trans individual you’re trying to engage e.g. are you a close friend, an acquaintance or stranger – as answering these questions helps understand what kind of question could be deemed too private, unnecessary or inappropriate. Ultimately, having a genuine, non-malicious and open mindset always helps!
Employers play a huge role in making the workplace safe and welcoming for their Trans employees and this could either take an active or passive form. Active support looks like working with charities or having gender neutral bathrooms whilst passive support could be as simple as adding pronouns to email signatures to reaffirm a more inclusive work environment.
Kyran added “To create more inclusive spaces for transgender employees, it is important to understand the challenges that transgender people face not only in the workplace but outside it too. There are many practices, big and small, the working world can implement for inclusivity and support. It is also important to note that each person’s gender identity journey is bespoke to them; open and comfortable communication is vital.
Work can be stressful enough as it is, let alone adding additional weight by feeling the need to suppress or hide aspect of who you are. The more we can craft a safe and comfortable working environment for trans individual to express themselves, without fear of discrimination or mistreatment, the better we will be.”
A big thank you to Kyran and the entire Team at Impact and we look forward to continuing this important conversation in our upcoming events. You can contact him directly via Kyran.firstname.lastname@example.org.
If you are interested in joining our future discussions, please email email@example.com
Getting started with trans inclusion in your workplace | Stonewall
Transgender Inclusion in the Workplace: Recommended Policies and Practices – HRC Foundation (thehrcfoundation.org)
Creating a Trans-Inclusive Workplace (hbr.org)
As part of our Social Impact Programme, we partnered with Inspire to co-facilitate a financial literacy workshop for Year 7 students at Clapton Girls’ Academy – a well-known East London-based secondary school.
Inspire! Is a local charity and education business partnership working in the London Boroughs of Hackney, Camden, Islington and beyond. Inspire! provide work experience, work-related learning and additional support programmes to young people aged 3 to 24. Impact is one of the 1000s of employees who work alongside Inspire, volunteering time each year to help young people in the local area to develop and understand the skills needed for their futures.
The workshop was designed to help 11-year-old students understand how to manage money responsibly, and develop budgeting and problem-solving skills. It was also designed to help them develop confidence in making responsible financial decisions.
Here’s what our ED&I Recruitment Specialist, Daniel Asaya had to say about this inspiring workshop:
“It felt absolutely rewarding to have volunteered for Inspire on behalf of Impact. The workshop kicked off with introductions (name and profession) in a manner the students would understand – this involved breaking down lots of information in a simple yet interesting manner.
The students were super responsive, engaged and positive throughout. Thanks to the teachers for their support in coordinating the room.”
“There were lots of interesting activities but one that stood out was the “In 10 years” task – where the students were asked to imagine their lives at 21 years old. What they might be doing – where they might be living or spending their money on. They were then asked to create and present a character which included a lifestyle and spending habits around ‘needs’ and ‘wants’.”
More so, it was very impressive to see the students come up with a widely diverse set of characters including a Trans, Bisexual character who lived in London, had an iPhone and owned a house. This was brilliantly presented to the class and received a positive reception by their peers. Experiencing this moment of consciousness and social awareness from 11-year-olds was fantastic to see, and gave us hope for a more inclusive and welcoming society.
Impact will be continuing into 2023 holding a placement partnership with Inspire as part of our Social Impact Schedule.
If you are interested in learning more about our social impact initiatives or future ED&I events/discussions, please email Daniel.firstname.lastname@example.org
Impact was delighted to host a roundtable discussion in celebration of Black History Month 2022. Our group comprised of HR professionals and EDI Specialists within the Media and Creative industry who are not only game changers but individuals accountable for D&I within their organisations.
The discussion was hosted by our ED&I Recruitment Consultant – Daniel Oluyomi Asaya who set the tone by sharing both his personal and professional experience as a Black Queer Professional. The space quickly became safe for others to share their individual experiences as well as brainstorm ideas that could lead to effective structural change within the Media space.
The consensus revealed that many People of Colour couldn’t speak up about their racial experiences within the workplace due to the lack of diversity and care from the Senior Leadership Team. Some also feared they might be called the “angry black person” or in some cases ostracised or punished if they spoke up about the microaggressions and racism they faced within the workplace. These microaggressions range from mistaking them for their Black colleagues, feeling undermined in their positions, to getting defensive when corrected about an offensive comment.
Another interesting observation was that many White professionals would rather not talk about race within the workplace due to lack of knowledge and fear of being called a racist. Also, discussing race forces people to confront their privilege which is an uncomfortable feeling.
It was generally agreed that race plays a huge role in both our personal and professional lives and should be talked about when and where necessary.
We discussed how some organisations have set up a network for People of Colour to interact, organise and heal. The downside was felt that most volunteers within these groups are often burdened with issues and projects relating to ED&I (just by virtue of their race or identity) without adequate support and budget. A solution to this was for companies to set out a dedicated ED&I group responsible for ED&I events and initiatives throughout the year instead of relying on employees from marginalised groups to drive this – frequently without reward and recognition.
Other initiatives shared included creating an E-mail and Podcast series aimed at profiling Black professionals during Black history month and beyond as well as an open day for young Black creatives.
After an insightful session, our takeaways included: –
For HR leaders and employers to make ED&I a necessity instead of a tick-box exercise. From attending ED&I events, and putting in adequate resources/budget to rewarding those putting in extra time and work to make them happen.
Having a leadership team that truly cares about embedding ED&I into their core strategy; woven into their values, performance management and reward will go a long way in effecting long-term change.
For allies to actively step in and get involved in creating positive change by using their privilege to not only amplify the voices of Black People and People of Colour but also speak up in situations where they may feel uncomfortable to do so. This could also mean taking time to listen to how a situation or comment may have affected someone and putting a conscious effort into changing behaviours and/or calling out behaviours/microaggressions that you now know make people uncomfortable.
Ensuring that you and your organisation are not just preaching DEI but fully getting into the work and being on committees to plan events to celebrate the cultural calendar, ensuring not to leave the work of this to people in those communities only.
Rolling out ED&I training throughout the year and incentivizing those who show interest.
Having a mentorship and sponsorship programme of Black People and People of Colour within the Media, Entertainment and Creative Space.
A big thank you to all our guests and we look forward to continuing this important conversation in our upcoming events. If you are interested in joining our future discussions, please email Daniel.email@example.com
With people spending much of their time at work, it’s vital that they feel safe, respected, and valued as an employee. Making sure that your workplace is inclusive and diverse has numerous benefits, such as having a wider talent pool, a positive culture and mutual respect.
Equality in the workplace means equal job opportunities and fairness for employees and job applicants across a person’s sex, age, disability, or race.
In addition to nurturing happy, productive, and loyal employees through excellent diversity and inclusion practices, how you act in this area as a business will be relevant to your compliance with the Equality Act 2010.
Diversity is the wide range of people in your workforce and valuing each of their differences. For example, this might mean people of different ages, religions, ethnicities, people with disabilities, and people from the LGBTQ+ community.
Inclusion is an overarching ethos covering diversity, equality, and many other aspects of our working lives. Inclusive cultures enable our colleagues to do things differently, working in ways that suit them, and hybrid/flex work patterns to ensure their life-work balance is healthy.
There is clearly a big change happening amongst organisations with a clear inclusive workplace model being put in place. But it doesn’t stop there, inclusivity is ongoing and is about consistent learning and improvement.
First things first, your company should have a workplace Equal Opportunity Policy covering the following: equality, diversity, and inclusion. This policy should cover the following:
Once put in place, the promotion of diversity and inclusion will see the following benefits in the workplace:
“Diversifying the hiring process is great for both businesses and professionals from marginalised and under-represented groups. Whether it’s anonymizing CVs or having a diverse interview panel, companies are at their best socially and commercially when they’re able to attract and retain talent from diverse backgrounds. Also, knowing that you’re playing a part in ensuring a fair and equitable process for all feels rewarding. It’s a win-win at the end of the day” Daniel Asaya, HR consultant
By embracing diversity and inclusion within your organisation, it will build your business’s knowledge on a variety of aspects including cultures, faiths, disabilities, sexual orientation, and gender to name a few. It will also enable employees to feel respected and part of a diverse, modern business.
We welcome Daniel to the team, who will be enhancing Impact’s offering across the D&I spectrum and will be placing specialist ED&I roles, recruiting more diverse candidates into generalist roles and much more! With a strong career history in recruitment, we are delighted to have him on our team.
I’m a Nigerian-born Refugee with a Recruitment background in Higher Education, Professional and Financial Services. Throughout my career, I’ve been passionate about ED&I and mental health awareness and have worked with organisations and charities on various projects and campaigns. Outside my 9-5, I enjoy volunteering, singing, spending time with friends, at the gym or cooking some Nigerian jollof rice.
This was a slightly difficult one for me as I had a few other offers on the table. However, the opportunity from Impact felt like The One given my passion for ED&I and interest in the media and creative industry. I also had a very positive experience and vibe during the interview process and had the opportunity to learn about their long-term commitment to ED&I.
Amazing! Everyone on the team has been super nice and supportive. I’ve learnt more about our media and creative clients and network and the background music in the office creates a fun vibe. Love it here!
I will be enhancing Impact’s offering across the D&I spectrum and will be placing specialist ED&I roles, recruiting more diverse candidates into generalist roles and hosting and co-hosting HR/EDI roundtable discussions and events with their high-profile Media and Creative Clients and Network.
To engage and raise awareness on ED&I issues as well as support our clients to diversify their workforce by placing ED&I roles and recruiting more diverse candidates into generalist positions. Also looking forward to organising and hosting as many ED&I events throughout the year.
Follow our LinkedIn for the latest roles, and if you are thinking of your next career move drop Daniel a message directly via firstname.lastname@example.org.
This Black History Month, explore some of London’s citywide events celebrating the Black communities that have shaped our city. From exhibitions, guided tours, black-led business events and some beautiful performances to feed your eyes and ears, we chose just a handful of some incredible events that are happening over London this October.
Museum of London – Explore Black Londoner’s stories from the history of Grime in East London, Feeding Black: Community, Power & Place and much more for free through the photography, film and archive material.
Wallace Collection – Black Presence in the Wallace Collection is a free, online virtual African Heritage tour of the collection spanning 400 years with Dr Janet Couloute, especially for Black History Month. Register online to join!
Horniman Museum & Gardens – Intimate Archives is a free display offering a window into African diasporic social experiments, rituals, and practices of hair care. Along with this ongoing exhibition, Horniman is hosting a Future Heroes craft workshop to celebrate Black History Month with artist Habiba Nabisubi, do grab your tickets!
Black History Walks – Their first hosted walk since the pandemic, discover the life, times, and activities of numerous African/Caribbean women in Brixton from the 1950s – 1980s.
Black Plaque Project – An initiative by Nubian Jak Community Trust to commemorate the contributions of black people throughout history. Use their online map to discover each historic location and plaque across London and discover Black history in our city.
Black Women Business Talks – A space to learn effective growth strategies for business development and career success for the Black community and allies, with industry leaders from leading banks and publications. A must-attend event for open, honest business discussions.
Inspiring Entrepreneurs at British Library – Learn how Black entrepreneurs are building empires online by using their influence and creativity. Followed by an open discussion on community building with Black Pound Day founder and So Solid Crew member, Swiss.
AFWL – African Fashion Week London is the largest global showcase of African fashion and design with a collaborative catwalk, exhibitions, and business development programs, all hosted at the Freemasons Hall.
Black Culture Market 1st – 2nd Oct – Explore a host of emerging businesses of African and Caribbean descent at this Brixton-based market. Shop a huge host of entrepreneurs selling unique gifts, jewellery clothing and more!
Bohemia Place Market 1st – 2nd Oct – Located in the heart of Hackney, discover London’s best Black-owned Street food, artisan traders and many more Black-owned businesses!
To What End at the Barbican – Six inspiring short performances blend dance and live music, developed by South African artists at William Kentridge’s leading centre for experimental, collaborative, and cross-disciplinary arts.
The Woman King – Inspired by true events Gina Prince-Bythewood directs the remarkable story of the Agojie, the all-female unit of warriors who protected the African Kingdom of Dahomey in the 1800s.
Kirkou and the Sorceress – Part of the Barbican family film club, this masterful animation is based on a West African folk tale of powerful bravery and adventure.
An evening with David Harewood – Rio Cinema Hackney presents the critical acclaim actor in conversation presenting his powerful memoir of race and identity.
Ladysmith Black Mambazo – Live at the Southbank Centre, the incredible South African vocal powerhouse play heir first UK tour in years in celebration with Black History Month.
The Music of Otis Reading – Experience the incredible sound of Otis Redding as two of the UK’s most exciting soul acts join forces to celebrate the King of Soul at Camden’s Jazz Café.
Hollie Cook – British reggae tropical pop star Hollie Cook performs at Village Underground, reflecting on her path from West London roots to critically acclaimed records.