The role of age diversity in the workplace is not just significant; it’s pivotal. It’s not a mere addition to the workplace but a key driver of organisational culture and business success. Leading consulting firms such as Ernst & Young (EY), Mercer, Deloitte, and PwC have underscored the unique strengths of each age group, underscoring the necessity of leveraging these strengths for organisational growth and innovation.

The COVID-19 pandemic has fundamentally transformed how we live and work. This transformation has been especially pronounced for Generation Z, the first digital-native generation. As businesses worldwide grapple with the logistics of returning to in-person work, a significant trend has emerged: a notable reluctance among Gen Z employees to return to traditional office environments. This hesitancy is not merely a reaction to the pandemic but a reflection of deeper generational shifts in values, expectations, and lifestyle preferences.

Internships are undergoing a significant transformation, particularly for Generation Z—the latest cohort entering the job market. This demographic, known for its tech-savviness, independence, and strong value for personal growth, is pushing employers and educational institutions to rethink traditional internship models. As we navigate this new era, customised internships have become a pivotal trend, offering a more personalised approach that aligns with each intern’s unique needs, interests, and aspirations.

As the first generation of true digital natives, Gen Z brings unique perspectives and expectations to the workplace. Born between the mid-1990s and early 2010s, this generation has grown up with technology at their fingertips, shaping their communication styles, learning preferences, and workplace expectations. With Gen Z projected to make up over a quarter of the workforce by 2025, understanding how to attract and retain these employees is crucial for any organisation’s long-term success.