Podcast Summary: Ep 217: Why We Must Reframe The Narrative Around Gen Z

Podcast Information:

• Title: Nonprofits Are Messy: Lessons in Leadership | Fundraising | Board Development | Communications
• Host: Joan Garry
• Episode: Ep 217: Why We Must Reframe The Narrative Around Gen Z
• Release Date: December 7, 2024

Introduction

In Episode 217 of Nonprofits Are Messy, host Joan Garry delves into the often-overlooked topic of Generation Z's impact on the nonprofit sector. Titled "Why We Must Reframe The Narrative Around Gen Z," the episode challenges prevailing stereotypes and advocates for a more inclusive approach to integrating Gen Z individuals into nonprofit workplaces.

Reframing the Narrative on Gen Z

Joan Garry opens the conversation by highlighting a critical issue: the lack of productive and thoughtful discussions about Gen Z's role and impact in the workplace. She observes that conversations are frequently skewed by ageist biases, portraying Gen Z employees as entitled and disruptive.

"We are just not having productive and thoughtful conversations about the impact of Gen Z folks in the workplace. And that's not a good thing." ([00:00])

Garry emphasizes the irony that many nonprofit leaders, who are themselves disruptors aiming to create inclusive cultures, fail to address age diversity effectively.

Ageism in Nonprofits and DEI

The discussion shifts to the broader topic of Diversity, Equity, and Inclusion (DEI) within nonprofits. Garry points out that while nonprofits diligently work on racial, gender, and other forms of diversity, age often remains neglected.

"Are you kidding me right now? How is it that we are missing age as a core component of diversity..." ([00:00])

Joan introduces her guests, Lamisa Mustafa and Bianca Casanova Anderson, both of whom bring valuable insights into how age intersects with other diversity dimensions in nonprofit settings.

Lamisa Mustafa, a Gen Z education justice advocate with a strong background in community organizing and strategic consulting, shares her perspective on how Gen Z can transform nonprofit workplaces by challenging the status quo.

Bianca Casanova Anderson, an experienced educator and social justice practitioner, discusses the importance of mentorship and building relationships across generations to bridge gaps and foster mutual understanding.

Motivation and Retention of Gen Z Employees

A significant portion of the conversation focuses on understanding what motivates Gen Z employees and how nonprofits can improve retention. Garry references a 2024 study revealing that 77% of Gen Z employees are actively seeking new job opportunities, highlighting issues such as pay equity and the rise of side hustles.

"77% of Gen Z employees are looking for work all the time." ([16:50])

Lamisa Mustafa explains that Gen Z's continuous job searching stems from a desire for workplaces that value their well-being and offer flexibility, especially in the context of the pandemic-induced hybrid work environments.

"We shouldn't have to tolerate, like, you know, different experiences where we're, like, not valued..." ([17:09])

Bianca Casanova Anderson adds that Gen Z employees seek meaningful impact over traditional notions of labor, emphasizing that their motivation is tied to the organization's ability to demonstrate its values through actions and policies.

"What motivates them is impact. Right. How do I see the impact that I'm having is my voice heard and recognized?" ([27:47])

Building Inclusive Cultures and Leadership Development

Joan Garry underscores the systemic issue within nonprofits where leadership development is often overlooked or underfunded, leading to high turnover rates and a lack of internal growth opportunities.

"Leadership development and investing in the people on our teams is sadly, it's seen as general operating expense that is hard to fund." ([20:27])

Bianca Casanova Anderson stresses the importance of mentorship, noting that Gen Z employees crave guidance and support to navigate their careers effectively.

"If you're someone who is really achiever oriented or growth oriented, you're going to keep looking because you can feel when you're about to hit that ceiling." ([19:03])

Strategies for Creating Belonging and Inclusion Across Ages

The conversation delves into actionable strategies for fostering an inclusive environment that respects and leverages generational diversity. Joan shares her experience with implementing a leadership accountability matrix within her organization, ensuring transparency and mutual accountability among all members.

"Accountability is not a negative or pejorative word. It is about how do you actually know you're on the right track?" ([33:47])

Lamisa Mustafa emphasizes the necessity of psychological safety, where employees feel comfortable expressing themselves without fear of repercussions, especially in mixed-hierarchy working groups.

"If an employee and also their supervisor are in that working group, that might impact how that employee can show up or not show up in that working group." ([41:59])

Bianca Casanova Anderson highlights the importance of love in the workplace—not in a superficial sense, but as a foundation for genuine, accountable relationships that value every individual's contributions.

"Love for one another... knowing that we are all valuable." ([35:17])

Conclusion

Joan Garry wraps up the episode by reiterating the importance of viewing age diversity as an asset within nonprofit organizations. She calls on listeners to reassess their DEI efforts to include age, invest time in understanding their employees' diverse backgrounds, and build structures that support continuous improvement and mutual respect.

"Think about the time it takes to understand people, where they come from, their lived experience..." ([46:36])

The episode concludes with heartfelt appreciation for the guests' contributions and a reminder to nonprofit leaders to foster inclusive environments that embrace generational diversity for the betterment of their organizations and the communities they serve.

Key Takeaways:

• Reframe Gen Z Narrative: Move away from ageist stereotypes and recognize Gen Z as valuable contributors seeking meaningful, flexible, and inclusive workplaces.
• Incorporate Age into DEI: Ensure age diversity is a core component of DEI initiatives alongside other diversity dimensions.
• Enhance Leadership Development: Invest in mentorship and internal growth opportunities to retain Gen Z talent and prevent high turnover.
• Foster Psychological Safety: Create environments where employees feel safe to express themselves and provide honest feedback.
• Value Relationships and Accountability: Build genuine, accountable relationships that prioritize mutual respect and continuous improvement.

Notable Quotes:

• "We are just not having productive and thoughtful conversations about the impact of Gen Z folks in the workplace." — Joan Garry ([00:00])
• "What motivates them is impact. Right. How do I see the impact that I'm having is my voice heard and recognized?" — Bianca Casanova Anderson ([27:47])
• "Love for one another... knowing that we are all valuable." — Bianca Casanova Anderson ([35:17])

For more insights and resources on nonprofit leadership, visit joengarry.com.