Study reveals mental health, diversity, and work-life balance are top priorities for Gen Z workers

Gen Z workers are reshaping workplace culture with a strong focus on personal wellbeing, inclusivity, and achieving a healthy balance between their professional and personal lives, according to a new study.

Dr Simon M Smith, Principal Lecturer at Oxford Brookes Business School, is the author of a new paper analysing research conducted by co-author Amy Nichols, Research Director at Walnut Unlimited, a market research company.

The study, based on a survey of 1,234 individuals across four generations—Gen Z (born between 1997 and 2012), Millennials (1981 to 1996), Gen X (1965 to 1980), and Baby Boomers (1946 to 1964)—found that Gen Z employees report lower job satisfaction compared to older generations. This dissatisfaction stems from a desire for rapid career progression, greater mental health support, and workplaces that visibly prioritise diversity and inclusion.

Dr Smith emphasised that these expectations are not about entitlement or fragility, but instead reflect the unique pressures Gen Z has faced growing up in a digital-first world.
He said: “Gen Z’s expectations from work, while sometimes viewed as unrealistic, are reflective of the changing societal norms and workplace priorities.

“They grew up immersed in digital technology, with constant exposure to global crises—from climate change to political unrest—shaping their anxieties and sharpening their focus on mental health and fairness. These aren’t demands for special treatment—they’re rational responses to the world they’ve inherited.”

The analysis also highlighted higher levels of burnout and anxiety among Gen Z workers compared to other generations. Dr Smith explained: “Our findings show that burnout and anxiety are significantly more prevalent in Gen Z. This is linked to their upbringing, where greater emphasis was placed on participation rather than results, coupled with the stress of navigating a post-Covid-19 workplace.”

Diversity and inclusion emerged as standout priorities in the study. Employers that actively promote inclusivity and social justice were found to be more successful in attracting Gen Z talent.

“This is linked to Gen Z’s heightened awareness of global issues such as climate change and gender equality,” Dr Smith said. “Their exposure to these challenges has heightened their expectations for fairness and representation in the workplace.”

Despite their high expectations, the study also found that Gen Z values personal time and is less willing to prioritise work over life. This trend aligns with the concept of ‘quiet quitting,’ where employees fulfil their job responsibilities but avoid taking on additional tasks unless compensated fairly.

Dr Smith believes that employers stand to benefit by aligning with Gen Z’s priorities. “By understanding their needs and addressing misconceptions, companies can build a loyal and motivated workforce,” he said. “Their focus on mental health, career growth, and fairness is not just a demand but a blueprint for the future of work.”

The findings and recommendations are in full in the journal article, ‘What do Gen Z really want from a workplace?’.