On the 20th of June, Rutherford Cross consultants Mollie Rogerson and Noortje Teeuwen organised our first Ladies in Finance Networking event in the East of Scotland. After the success of a similar event series in Glasgow, it was time to bring this concept to the females in the East. The goal of this event is to create a community for women in finance where they can gather in a relaxed setting, create opportunities, and inspire each other. Below we have highlighted some of the discussion points from the evening about the generational differences between Millennials and Gen Z.
At the event, we discussed everything from our favourite restaurants in Edinburgh to engaging work-related topics. One topic of note was a comparison of trends between Gen Z and Millennials. Nowadays, LinkedIn and social media are buzzing with posts about these two generations. During the event, we chatted about the differences in clothing styles within the workplace. Gen Z favours casual, comfortable, and expressive clothing, often prioritising sustainability and inclusivity. In contrast, Millennials lean towards business casual, minimalist, and high-quality pieces, showing strong brand loyalty. Despite these differences, both generations value comfort and incorporate personal style into their work attire.
Apart from clothing styles, research highlights a gap between what Gen Z look for within an organisation and what their companies think they need. According to a report from Deloitte Digital, several key challenges emerge for companies when hiring future talent:
- Importance of Empathy: Gen Z workers prioritise empathy from their bosses as essential for their workplace engagement; whereas bosses typically do not value empathy to the same degree.
- Impact of Mental Health: Gen Z workers believe they lack sufficient mental health support at work and perceive differences in how they and their bosses view the impact of work on mental health.
- Importance of Personal Identity: Deloitte Digital research shows that 61% of Gen Z workers consider work to be an important part of their identity, and 86% of bosses share this perspective.
Addressing these challenges is essential to understanding Gen Z’s motivations and attracting future talent, as this generation will assist companies in creating the workplace of the future. An important strategy for this is to foster a co-creative culture where Gen Z employees have their voices heard, and leaders can promote a culture of reverse mentoring where Gen Z workers mentor their more senior colleagues. Building connections between different generations is crucial for bridging gaps and fostering a cohesive workplace.
If you work in finance in Edinburgh or the East of Scotland and are looking to expand your network, this community is for you. Rutherford Cross hosts an event series designed to bring female finance professionals together in a relaxed setting, fostering opportunities to network with like-minded individuals. We have created a LinkedIn network group called ‘Rutherford Cross Ladies in Finance Networking Group’, which covers both the East and West of Scotland. Within this group, you can receive updates about our events, share inspiration, and connect with other professionals. Join us to build meaningful relationships, exchange ideas, and support each other in our careers.
Feel free to reach out to Mollie Rogerson or Nadia Stahl if you’re looking for more information or want to attend future events: [email protected] / [email protected].
