Hamda Alshamali, Chief People and Intellectual Capital Officer at Mashreq, highlights the growing importance of Generation Z in the workforce and outlines how banks can attract, engage, and retain the best young talent.
In today’s fast-changing business environment, attracting and retaining high-calibre talent is no longer optional—it is a strategic imperative. Generation Z, defined as those born between 1997 and 2009, is rapidly becoming a dominant force in the global workforce and is expected to account for a significant share in the coming years. As the first generation to grow up fully immersed in digital technology, Gen Z brings fresh perspectives, advanced digital skills, and distinct expectations that are reshaping traditional workplace norms. This shift calls for a fundamental evolution in organizational culture, leadership mindset, and people management strategies.
For banks and financial institutions, this transition presents both challenges and opportunities. Successfully appealing to this empowered generation requires a deep understanding of their values, ambitions, and career aspirations, alongside a willingness to adapt workplace practices to meet their expectations.
Understanding Generation Z
As true digital natives, Gen Z expects technology to be seamlessly integrated into every aspect of work, enhancing productivity, collaboration, and innovation. This technological fluency makes them a valuable asset for organizations investing in digital transformation.
Beyond technology, Gen Z is deeply socially and environmentally conscious. Having grown up during periods of global uncertainty, social change, and climate awareness, they place strong importance on diversity, inclusion, sustainability, and ethical leadership. The impact of the pandemic has further reinforced their desire for stability, security, and meaningful work. For Gen Z, a job is not just a source of income—it is an opportunity to contribute to a purpose that aligns with their personal values.
This generation is also highly ambitious and entrepreneurial, with a strong appetite for learning, development, and progression. While this ambition can present retention challenges, organizations that invest in continuous growth and skill-building are far more likely to earn their long-term loyalty.
Creating a Gen Z-friendly workplace
Banks are well positioned to create environments that resonate with Gen Z. Their scale, global reach, and cultural diversity naturally support inclusive workplaces where different perspectives are valued and encouraged. With a wide range of roles and career pathways, banks can also offer the variety and progression opportunities that Gen Z actively seeks.
As influential players in the global economy, banks can further strengthen their appeal by demonstrating a genuine commitment to sustainability and positive social impact. Purpose-driven initiatives and responsible business practices help align institutional goals with the values that matter most to younger generations.
Technology also plays a central role. By embracing digital tools that support flexibility, collaboration, and hybrid working models, banks can build agile and adaptable workplaces that enhance both employee experience and operational efficiency.
Engaging Generation Z
Effective engagement starts with transparency and open communication. Gen Z values honesty, clarity, and two-way dialogue. Banks should foster open communication channels that clearly define expectations, provide regular feedback, and keep employees informed about organizational performance, challenges, and successes.
Empathetic leadership is equally critical. Recognizing contributions, supporting well-being, and cultivating a culture of respect and inclusion help build trust and loyalty. Today’s employees are among an organization’s most influential stakeholders, shaping brand perception both internally and externally. Engaged employees are more likely to become advocates for the organization, strengthening client trust and brand reputation.
Developing Gen Z talent
Gen Z’s eagerness to learn presents a powerful opportunity for banks to build future-ready teams. By investing in structured training programs, mentorship, coaching, and stretch assignments, banks can create an environment that nurtures innovation and accelerates professional growth.
Encouraging Gen Z employees to lead projects or initiatives taps into their entrepreneurial mindset, resilience, and confidence. This approach not only drives innovation but also helps shape the next generation of leaders who will contribute to long-term business success.
Retaining Generation Z
In an era marked by shifting workforce dynamics, retention has become increasingly complex. Younger professionals often experience higher levels of stress, burnout, and disengagement, making proactive people strategies essential. Regular check-ins, open conversations, and visible support for mental well-being can significantly improve engagement and retention.
Career progression opportunities, flexible working arrangements, and competitive compensation and benefits are also key factors in retaining Gen Z talent. When employees feel supported, valued, and empowered to grow, they are more likely to remain committed to the organization.
Attracting and retaining Generation Z is critical to the future success of the banking sector. By understanding their expectations, investing in their development, and fostering inclusive, purpose-driven workplaces, banks can unlock the full potential of this digitally native generation. With their energy, innovation, and fresh perspectives, Gen Z represents a powerful force for growth—and by investing in their success, banks can secure their own long-term resilience and relevance.
