Does Gen Z have the power to revert RTO mandates?

Gen Z has been incredibly vocal about what they do and don't want out of their future workplaces — particularly around flexibility. But do they have the power to make any real and lasting changes to the way things are going?

Seventy-seven percent of graduates are concerned about job security while looking for a job in the current market, according to a recent survey from job search platform Monster. Yet 60% still indicate that they would not apply to a company mandating a five-day-a-week return-to-office policy, which could potentially spell trouble for organizations hoping to recruit young talent in the years to come. 

"Gen Z's entry into the workforce has undeniably reshaped the dynamics of modern workplaces," says Susan Levine, Career Group Companies founder and CEO. "This generation often enters the workforce with limited business experience but high expectations, and their biggest priority is flexibility." 

Read more: 40% of Gen Z has been bullied during their RTO experience

Those expectations, however, are currently being threatened by return-to-office mandates still gaining momentum. Only about 5% of open roles on Monster's site are remote, and there's been a significant shift from remote work towards full on-site or hybrid models across most industries with the exception of tech, according to Levine. If a return to remote work is not an option, companies have to find new ways to stay in the running for young professional talent.  

"Companies are getting creative with perks and social responsibility initiatives to attract and retain top talent — particularly Gen Z," she says. "This trend of moving away from one-size-fits-all remote policies is likely to continue as organizations recognize their limitations [and] leaders understand the need for adjustments to revitalize workplaces." 

To make the office more appealing, companies are including perks like fully stocked kitchens, on-site fitness facilities and wellness programs, team outings and mentorship programs. And while 46% of young professionals already anticipate having to settle for full-time in-office jobs, there are also other needs Gen Z have that companies have the opportunity to meet. 

For example, 95% of graduates are interested in learning or upskilling opportunities when applying to a position, and 50% would turn down a job at a company that doesn't offer career growth opportunities, according to Monster. This makes learning and development opportunities another worthy investment for companies with strict return-to-work mandates. 

Read more: Gen Z is changing what blue collar work looks like

"To bridge the gap between Gen Z's expectations and employer realities, proactive education during the hiring process is also crucial," Levine says. "Companies should transparently communicate their business model, role expectations and company culture." 

With only 7.43% of direct hire placements this year having been Gen Z, according to Monster, employers may be hesitant to make any lasting change to accommodate young talent. But ultimately, aligning expectations between Gen Z employees and employers is key to not only creating a fulfilling work environment, according to Levine, but also harnessing their potential to drive positive change and innovation.

"My advice for Gen Z job seekers is to research potential employers thoroughly to understand their culture and the benefits they offer," Levine says. "Don't be afraid to ask questions during the interview process to ensure alignment with your own priorities."