White Paper White Paper White Paper White Paper White Paper - Sponsored by - The Boson Project
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
YOUTH
forever
White Paper
White Paper
White Paper
White Paper
White Paper
Sponsored by
« This study was conducted in the Fall of
2020 when we were looking for insight on
understanding the needs and expectations of
P R E FA C E
the generations that would be entering the
job market in this very particular time period.
Through this study, we have better
understood our responsibility as an employer
and the role that was expected of us. It helped
us overcome certain stereotypes about "Youth isn't just a matter of age, it is
younger generations and understand them
more intelligently to start designing
a means of being in the world, a
appropriate action plans. We thought it would forward-looking direction, a goal
be useful to share it with you on a much wider seeking achievement.
scale today. » Intergenerational solidarity is a
« We hope it will inspire you! » resource: a means of building a
society and a tremendous force with
Eva Azoulay, an impact on our businesses.”
Global VP of HR |
Talent Acquisition,
Emmanuelle Duez, Founder of
L’Oréal
The Boson Project
THE CONCLUSIONS DRAWN FROM THIS WHITE PAPER ARE BASED ON 3-STEP STUDY :
1/Quantitative benchmark 2/Qualitative survey 3/Analysis of current situation
Review of existing data about Further exploration of these Analysis of current youth
youth before and after the first findings through a field initiatives and 20 qualitative
pandemic: surveys, polls, survey conducted with Projekt interviews with executives
scientific literature Z: 5 focus groups with 22 from French multinational
young people aged 18 to 24 in companies.
England, Germany, and the
Czech Republic.
This white paper is a result of a comprehensive inventory of both existing quantitative studies on an
international scale and a qualitative approach conducted on a European scale to provide you with a synthesis
of our intuitions and beliefs on the topic of youth and the responsibility employers have towards them.
THANK YOU
(to them)
HOW IT’S LOOKING
They were on university and high school benches, diplomas in hand, ready to
enter the job market or have been working for just a few months. They were in the
process of shaping the foundations of their destiny, jumping into the deep end,
coming out of the family nest to see what the outside world had to offer... And
that world came to a screeching halt. They woke up one morning and Covid-19
cut them off from jobs, from education, and above all human interaction. In the
prime of their lives, they had to put their projects on hold, lower their ambitions
and experienced record levels of anxiety. Here is an overview of what our young
people are going through, which has been particularly impacted by this crisis, and
the solutions we have come up with to support them.
It’s hard to be 20 in 2020
It’s hard to be 20 in 2020
It’s hard to be 20 in 2020 2
n pandemic
Generatio
“I wanted to address the class of 2020 because I feel
for you right now. I know that this crisis has taken
away from many of you the important that you’ve
looked forward to and that you’ve worked hard for
over years. For that I’m sorry, I truly am. No one
saw this coming, but here we are. Together appart.”
Rich Lesser, CEO of BCG
« No, they aren't dealing with violence
and death as other generations may
have faced in the past. However, they
are being prevented from living life to
its fullest, and jumping "towards
danger, towards love, towards
delusional effort1. »
Martin Legros, Editor-in-Chief of
Philosophie Magazine
1Joseph Conrad - Jeunesse
2 Emmanuel Macron
É TAT D E S L I E U X / É TAT D E S L I E U X / É TAT D E S L I E U X / É TAT D E S L I E U X
n pandemic
Generatio
Jobs
The unemployment rate in the European
Union reached
1/6 of young people
17.5% for workers under 25 lost their jobs around the world
in November 2020 (+2.8 points in 9 in the summer of 2020
months). The employment rate for young Source : ILO, Youth and covid-19 report,
people has dropped 4 times more than that August 2020, 112 countries
of the general population since April 2020.
Source : Eurostat, Nov. 2020
0 to 5% is the estimated average
decline in French income since last
54%
of this year's +5 year French
August. It is Masters graduates were
5 % à 10 % employed in January 2021,
whereas in 2018 the figure was
for young people aged 20 to 25 74%.
Source : Conseil d'analyse économique, France Source : Apec, France
“There haven't been any companies recruiting for
months and months. I really felt like I was wasting
my time."
School
More than 8 students out of 10 Psychology
report that lockdown has caused them to
drop out of their studies. This is all the
more alarming since dropping out is
considered "very significant" for 38%
40% of English 13-25 year olds
described their mental health as
of them. "severely deteriorated" because of the
Source : IPSOS, juin 2020, France
pandemic.
Source : Young Minds, summer 2020, UK
By the end of 2020, 320 million
31% of young French people
children were still not back in school
Source : UNICEF say that their addiction has increased
Worldwide, 830 million students/ since the start of the lockdown.
children do not have access to a Source : "Avoir 20 ans en 2021” de France Bleu et
franceinfo
computer.
Source : UNESCO
1 in 4 young Americans
reported having suicidal thoughts in
“What I missed most about class during the summer of 2020, a figure
lockdown was not being able to ask questions significantly higher than the 10% of
and interact with teachers.” adults.
Source : Unicef, summer 2020
“I think I would have learned more if I had been at
work. You can't just e-mail your manager as soon
“I was really stressed. To the point where it would
as there's a problem.”
keep me from going to sleep”
“The hardest part is not knowing. Not knowing
what’s going to come next, not being able to plan
ahead.”
“It’s the fever of youth that keeps the rest of world at
the right temperature. When youth gets the chills, the
rest of the world starts chattering their teeth.”
Georges Bernanos, writer
M O M E N T U Mke
e s’n ee d to ta
Comp a n i t
tio n i s u rg en
ac
71% of young people
are either in need of financial, social, or
human support.
Source : IPSOS, Sept. 2020, France
A pivotal age
18-24 year olds have reached a critical point in their lives for a
number of reasons: A pivotal point in time
• From a professional standpoint, 50% of the animal population
The transition from academia to the job market is a critical has been annihilated by the human species
step in their career path. since 1970.
Source : World Economic Forum Source : WWF
• From a psychological standpoint,
"75% of psychiatric pathologies in adulthood are caused
1,7 planet Earth
consumed per year
by situations experienced between the ages of 16 and 25," Source : WWF
warns psychiatrist Dominique Montchablon.
The current pandemic has left an entire generation fragile
both in its learning curve and its potential to have an impact.
The generation that was preparing to embrace the major
societal, political, environmental and economic transitions to
come has been halted in their tracks.
Risk of a
generational breach « You do not inherit
Intergenerational friction has always existed. the Earth from
"I have no hope for the future of our country if the youth of today takes your ancestors: You
command tomorrow. This youth is unbearable, unrestrained, simply
terrible."-Hesiod, 720 B.C.
borrow it from your
children. »
However, today there is a risk of a situation in which younger generations refuse to
accept the world they inherit from their elders; where they denounce the world that Antoine de Saint-Exupery
has been given to them. Intergenerational relations will be a major challenge within
companies, because it is a source of learning, teamwork, and performance. Within
the social model of European society, it is mainly based on solidarity between
younger people and their elders.
This conflict is not a mirage: economic crises (which often affect young people
more than others) have always been followed by an increase in distrust among
« Youth is certain
young people. After the 2008 crisis, the most affected countries saw young people's what it rejects before
confidence in governments fall drastically. In the United States, the confidence rate
of young Americans in the 15 main public institutions had already dropped from it knows what it will
56% to 46% in June 2020.
Source : Morning Consult, June 2020, US
accept. »
+7% of young people Jean Cocteau
58% of 18-30 year olds
between May and June 2020 would rather live in a different
feel that previous generations time period
have deteriorated the world's Source : OpinionWay, December 2020,
current state. France
Source : Morning Consult, June 2020, US
There is a growing sense of frustration among the youth as their
B o omer
prospects are becoming increasingly difficult.
# OK
63% of 13-25 year olds 56% of French people
share a sense of frustration
fear a generation conflict
in the U.S. Source : Odoxa, February 2021
MOMENTUM / MOMENTUM / MOMENTUM / MOMENTUM / MOMENTUM
n ee d to take
ompa nie s’
C i s u rg ent
actio n
Faith in their 62% of the 13-23 year olds
think they have the potential
63% of French 15-25
year olds have already
own generation
to make an impact on the acted as volunteers, even
world. though in recent years
Source : Morning Consult, June 2020, US
there has been a
volunteerism involvement
Yet Kofi Annan's heritage-less heirs have faith in their own
76% slump among their elders.
Source : Jam, October 2020, France
identify themselves as
abilities - as a sensitive, creative, and inclusive generation
activists
- to make a positive impact on the world. And that's just Source : Activism US + UK, VICE Voices
what they're doing. 2018
“I think the next generation, ours, is much more concerned
about environmental issues“
“Youth lights its
own torch.”
Companies Anne Barratin
to the rescue
Although their trust in public institutions and media is on
the decline, younger generations have high expectations
for employers to help them meet these future challenges.
It is more than ever needed
to maintain companies as
a sanctuary of trust and
94% of young people
believe that business leaders take either intergenerational
cooperation
insufficient or no consideration of environmental
issues in their decisions.
Source : REFEDD, October 2020
But…
61%
think that the best way to learn is by doing the
job
46%
expect companies to take an active role in their
education to prepare them for tomorrow's challenges.
Source : EMC & Vice Media, July 2020, US
“Nothing is too
“If a company defines itself as
sustainable, I expect executives to difficult for
make decisions based on young people.”
sustainability with managers teaching
me skills to become sustainable Socrate
myself”
PA I N T I N G T H E P I C T U R E
a generation
king about
Tal
1925 We focused our study on young people who were
in the process of entering the job market,
whether students or juniors (the 18-24 year olds
Silent Generation who are part of Generation Z), since they are
most likely the ones that will end up paying the
1945 price for this crisis.
It is widespread to stick labels on passing
Baby-boomers generations, and this one is no exception to the
rule: the zapping generation, the boss generation,
the age of rage, the sacrificed generation,
1965 generation Z... Who really are these young people
we're talking about?
Generation X As they enter the job market, it is important to
take a look at their characteristics,
1980
aspirations ,and needs to better understand
them.
Generation Y - Millenials
1997
Generation Z - Zoomers, Zillenials
2010 « Cognitive sciences show that surfing the
Generation Alpha Web, reading and writing messages using
your thumb, or reading Wikipedia or
Facebook do not stimulate the same neurons
… and brain areas as using a book, a chalkboard
or a notebook. They can process several pieces
of information at the same time. They do not
understand, integrate or synthesize like us.
They don't have the same mind » Michel Serres
A new type of
intelligence A new way of valuing intelligence is under way for this
one-thumbed generation: while we have been placing
emphasis on accumulating knowledge, the time has come
for inventiveness in the sense of being able to create
connections between ideas and their practical application.
Rather than being amorphous scrollers, the next
4h15m generation that has emerged from this digital revolution
is the average time spent by Zoomers has more systemic and complex ways of thinking.
on their phones per day
M. Serres, Petite Poucette, 2012
PAINTING THE PICTURE / PAINTING THE PICTURE / PAINTING THE PICTURE /
PAINTING THE PICTURE
a generation
lking about
Ta
Sensitive L ove
& inclusive
Uniqueness is almost a banner of identity for Generation Z. While
this generation seems more homogenous - especially through
their consumerism with top brands and the use of social
networks (with influence marketing that seems to standardize
their desires and spending) - they place a great deal of
importance on diversity as a primary lever for cooperation and
innovation and as a bulwark against faulty collective bias. Social
networks are also experiencing a blossoming of highly inclusive
stances towards minorities and under-represented populations.
“One of the most important things in a
company is diversity: diversity in
backgrounds, diversity in ideas...”
“Being inclusive is the most
important value to have in my
Sociable
opinion”
& collective
While Millenials are described as a solitary and
individualistic generation (30% of Millenials report
feeling lonely often or all the time), Zoomers have a
strong generational bond. This is best seen when they
Conscientious
join together in support of a cause that affects them.
They are strongly attached to social ties and authentic
& diligent
relationships within the company.
Only 26% of 15-24 year olds go out in the evening
almost every weekend, compared to almost 64%
in 1996. In 25 countries of the European Union,
“The main problem is when a manager doesn't the number of young people in correctional
facilities decreased by 42% between 2008 and
really know his employees, doesn't know them 2014.
personally.” Source : « Beyond Binary : the lives and choices of Gen Z », IPSOS,
2018 - Europe
Their rebellion is more ethical than
And shared fantasy is a powerful lever of
involvement for them. personal, and they are a generation of
conscience-minded citizens: they smoke
less and commit fewer crimes. They ask a lot
Their preferences range from from themselves and are in a continuous
the most fun company at pursuit for excellence and improvement.
closely followed by innovation at
(22%) and ethics at (21%).
Source : La grande invaZion, The Boson
Project for BNP Paribas, 2015 “It's hard to deal with failure when you've worked
hard for something. Society doesn't teach us that
it's okay to fail sometimes”
“The difficulty of dealing with failure or not is less
a spoiled child's behavior for me than an urge to
excel."
sur Tik “We are constantly comparing ourselves with
Vu T
what we were before so that we always do better.
r TikTok -
ok
It's a constant self-competition, sometimes it's
- Vu sur
mentally straining.”
u
Ti
s
kTo - Vu
k
2 « The impact of COVID-19 on Generation Z and its vision of the future of education », ECMC & Vice Media, 2020 - US
W O R K R E L AT I O N S
o m mu nity,
y, be t we en c
Th e co mp an a ncipatio n
e rm e n t, & em
em po w
To better understand how employers might act, we need to better understand their
relationship with work, business, and commitment. How will they want to work in
the future? What will they be looking for in our organizations and how do they
envision their career path?
Others, a driver “What really makes a difference are the human
values, the atmosphere, and the manager. I can
for commitment
easily get attached to a company.”
It would appear that the first thing that Generation Z looks
for in a company, before their salary, and before the social 79% of Millenials and Zoomers expect
status, is the human community and the authenticity of
companies to provide physical and user-
social ties.
friendly workspaces.
Source : Future of Work, Mazars, 2019 - France
In a company, team spirit is the primary driver of If lockdowns marked the advent of working-
employee retention (28,8%) for younger generations. from-home, experts are now raising the alarm
Source : Harvard Business Review France
for these telecommunications prodigies, as
returning to the office is increasingly in
We interact with others through physical prisms, like the demand by the younger generation.
office. These spaces are necessary in that they provide a
physical framework for inter-human relations and facilitate
direct, spontaneous and sensorial cooperation.
Work, the school Younger generations express a thirst to keep learning throughout
their careers, and are curious and aware of the need to adapt in an
accelerated professional environment governed by obsolete skills.
of life In fact, they are more interested in a company where they can grow
rather than be in one specific job.
Lacking a clear vision of what the future holds, and
face to a succession of crisis, Generation Z is “I want to improve myself and learn. I'm looking more for a company
preparing for change and therefore relying on than a job because I won't close the door on the job.”
continuos learning. They won't find the keys to the
future by acquiring material goods, but instead by “If companies want to keep you, they should be able to provide you
acquiring skills. We are moving from a search for with training and the time you need to do it.”
material security to a search for moral and intellectual
security.
There is also a very strong demand for learning so-called soft skills.
“We never really stop preparing ourselves.”
“The education system teaches us how to get into the job
market, but it doesn't teach us to be good managers or
entrepreneurs.”
WORK RELATIONS / WORK RELATIONS / WORK RELATIONS
n y, be tw ee n
Th e co m p a nt, and
m p o w e rm e
m u ni ty, e
com an cip a tio n
em
Consideration “I think we should be given more responsibility, and let us
& a voice given take more initiatives. That's why I left my company, I felt like I
wasn't responsible for anything.”
The young Europeans we interviewed are very They have a pretty horizontal relationship
attached to respect, regardless of hierarchy. with hierarchy, and young people entering
the job market especially want to have a
voice, be considered and be heard.
“Mutual respect between juniors and
seniors is super important.”
42% of Zoomers
want to be involved in the company's
“It's totally out of date for juniors to be respectful strategic decisions (compared to 36% of
to seniors while seniors treat juniors like they Millenials).
Source : Paris WorkPlace report, 2019
don't care... It's a two-way street.”
Freedom of action
The younger generations are motivated by trust, self-reliance and
freedom. They want to be a part of companies but they reject its rigid
framework.
That is certainly why they are less attached to open-ended contracts.
79% of Generation Z 73% of Generation Z “Bureaucracy bores me.”
wants to work on permanent contracts,
want to be able to organize their time and
compared to 86% of Millenials (-7
work method as they wish.
percentage points). Source : Future of Work, Mazars, 2019, France
Source : Future of Work, Mazars, 2019, France “Work hours are old school.”
50% 93% of 14-26 year olds
even think that permanent contracts will say they value the fact that their employer
disappear with fixed-term or freelance offers a high level of flexibility to its
contracts. employees.
Source : Future of Work, Mazars, 2019, France Source : Academo, 2019, QuébecWORK RELATIONS / WORK RELATIONS / WORK RELATIONS
n y, be tw ee n
The co m p a nt, and
m p o w e rm e
mmu nity, e
co an cip a tio n
em
On the same page ove
L
The sine qua non condition for commitment:
An alignment between the company
and oneself
We also noticed that individuals expressed a need to align
themselves with their employer's values:
“If I share the same values as the company, it will make me want to get even
more involved. But if I don't see eye to eye, I probably won't stay very long.”
“Of course you should be on the same wavelength as the company's values.
You can't be a good employee if you don't agree with their business culture
and goals.”
“When I apply for jobs, I try to choose companies that are good for me and
not necessarily the leaders where everyone wants to go. I try to say no to
things that everyone wants but are not exactly good for me.”
The prerequisite of a durable trust:
An alignment between actions
and words
And more so a strong alignment between companies' intentions
and their actions, with a certain inclination towards purpose/
greenwashing:
93% of students
think that most jobs should address environmental issues.
Source : REFEDD, October 2020, France
The readiness for companies to deliver on their commitments
will play a significant role for
67% of them in purchasing decisions.
Source : Morning Consult, June 2020, US
“What bothers me is that a lot of companies
claim to have values and don't apply them or
they just stick to them for a short period of
time.”
“Too many companies say they're committed
to diversity and inclusiveness but they are just
doing the legal minimum.”U P T O D AT E
WITH THE TIME
“I believe companies, and especially big
corporations, have a role to play by
providing tangible solutions to young
people starting their careers.”
Patrick Pouyanné, CEO of
Total
f emergency
State o
“The thing I need
Social ties
Jobs
most right now is to
see my manager and
Employment means meeting physiological
colleagues.”
& motivation
needs that are not being met for students who
lost their food jobs, young people on fixed-term Away from the office, it is more difficult to be in a group dynamic
contracts who have lost all prospects of when you're cut off from numerous motivational factors. This
renewing their contract or graduates without phenomenon is mainly observed with younger people. They are the
any job opportunities. Government and ones who have the most difficulty staying productive from when
employers alike are already mobilizing together working from home.
Source : Fortune Analytics
:
Carrefour, for example, is aimed on If working from home is still appropriate for those who can,
recruiting 15,000 young people in 2021. preserving social ties seems even more important than ever. The
manager has a role to play in paying attention to young recruits.
This aid can also takes the form of sponsorship Managers are the first to pick up on weak signals, so they need to
for organizations specializing in integrating increase their contact with them and be all the more vigilant.
young people into the workforce.
Company employees can also make a difference outside the
company, by donating their time and expertise. Many HR specialists
“I truly believe that young people have volunteered their time when recruiting was no longer
possible to assist candidates in building their résumés or do role-
aren't going to forget the companies
play interviews to train them.
that let them down and took their job
away from them.”
“I miss the office alot. Getting
ready, going out, having an
actual separation between work
and persona life... The days just
Fantasy
keep merging together.”
We absolutely need this new generation's
commitment to recover, transform our
organizations into sustainable transitions,
“The hardest part for me is
innovate, dare and reinvent. Companies, as
Even if times are frustrating and gloomy, actors of change, can breathe a bit of staying motivated: logging in,
employers have the power to pump in some fantasy into everyday work life and getting work done, maintaining
bright optimism to keep this creative, communications. They can and must open a healthy routine.”
playful, and outgoing generation motivated. up new horizons.ÊTRE À LA HAUTEUR DE L’ÉPOQUE / ÊTRE À LA HAUTEUR DE L’ÉPOQUE
he long-term
In t
Power Knowledge
The power and opportunity for youth to be heard Knowing before doing.
and taken into consideration within a company.
Younger generations regret that the approach to
education isn't more cross-disciplinary, with
Organizations can equip themselves with decision- environmental issues incorporated into all fields of
making tools that allow them to factor in the study.
expectations and needs of younger generations
(boards dedicated to youth topics, self-expression
talks for young employees etc...) 65% of students
believe that all curricula should incorporate
environmental issues
Managers also play a significant part in enabling young Source : REFEDD, October 2020, France
talent to understand the company's challenges and to
speak up about them. They are regarded more as
In parallel to this academic gap, companies are full of
coaches than managers by young employees. They
secret knowledge. Many of them are ahead of the
play a fundamental role in teaching the relational skills
game with their own R&D departments or innovation
that young people want to acquire but that academic
culture regarding future challenges. They can make
courses still fail to teach.
this tremendous fountain of knowledge available to
the next generation to help them better grasp future
challenges.
“Managers need to give us the opportunity to For example, Apple has partnered with non-profit
constantly keep growing and developing organizations to develop training programs that
ourselves.” develop critical thinking skills. Amazon, in turn, is
developing a large open source training program on
their expertise.
“IThey need to develop us as people on a whole.
Not just on this or that set of.”
They should have a clear understanding of the
expectations and aspirations of young talent and
should be supported by coaching.
“We should be concerned with
making individuals "capable",
that is, restoring their ability and
self-governance in what they are;
understanding that vulnerability
Employers acting is linked to self-reliance, that it
as change-makers, intensifies it, that it makes it
as advocates, as viable, human; to work towards
schools of life and making that vulnerability the least
more, can make a irreversible possible.”
difference in a
proactive and Cynthia Fleury, philosopher
positive way.“Youth is art.”
Oscar Wilde
thebosonproject.com
contact@thebosonproject.com
Boson, n. : Human excellence,
a factor of durable performance.
More than consulting,
a belief
January 2012 : The Boson Project is born under the impulse of Emmanuelle Duez.
Our mission ? Accompanying companies in their reinvention, in the context of a new generation that was
coming to question them, to upset them and to ask them to change by putting the human factor back at the
heart of their concern... We also helped companies realize that this imperative of reinvention was more related
to a changing world than to the expectations of a particular generation.
Within almost 10 years, The Boson Project has become a key player in the transformation of organizations,
proud to carry a humanistic vision of business and leadership.
We affirm that human excellence is a sine qua none condition for sustainable, high-performance and
responsible companies.
Our job is to create the cultural, organizational and managerial conditions for the full expression of human
potential, both individual and collective.You can also read
