White-collar office talent is decidedly more enthusiastic about AI (66%) than their blue- and gray-collar colleagues (52%). This gap is mirrored in usage, with 66% of office talent using AI at work compared to 46% of their peers in operational roles.

There is also a gap along gender lines. 58% of men use AI for problem-solving at work compared to 52% of women. This is compounded by women being less likely to report having received formal AI training (38%) than men (46%).

1. modernising learning and development:

As digital natives, Gen Z expects learning to reflect their personal habits. AI tools are already a popular form of learning for 75% of Gen Z global survey respondents . Organisations should provide practical, tech-enabled, digital-first skilling opportunities and ensure that skills development is integrated into transparent career pathways.

2. redefine entry-Level roles:

With AI automating simple tasks, entry-level roles must be redefined away from basic tasks and toward developing essential skills like critical thinking and creativity. This shift aligns with Gen Z's ambition, directing their digital fluency toward strategic, value-adding tasks earlier in their careers.

3. prioritise equitable access:

To close the gender and work-type gaps, employers need to focus on inclusive development strategies. Be aware of emerging gender-gaps when offering and accessing learning opportunities. Formal AI training and tools must be provided equitably to all talent, regardless of role or background. This strategic investment in their future can help to build confidence and is crucial for "future-proofing talent’s skillset".

Convert gen Z’s AI & tech fluency into your organisation’s competitive edge

Gen Z is entering the workforce at a time of technological change, defined by the rapid rise of Artificial Intelligence (AI). This generation is ambitious, digitally native and confident in using technology. In fact, they’re optimistic about technology, with 58% of Randstad’s ‘Gen Z Workplace Blueprint’ Report survey responders noting they are excited about the prospect of AI in the workplace.

However, this excitement exists alongside a critical challenge for employers: AI is accelerating the decline of traditional entry-level roles. Since January 2024, job postings for roles requiring 0–2 years of experience have dropped by 29 percentage points on a global scale. With fewer "ramp-up roles" available, organisations must redefine the skills required for entry-level roles in order to strategically harness Gen Z’s digital fluency and gain a competitive edge.

the AI adoption paradox

Gen Z isn't just aware of AI; they are actively using it - and more than any other generation in the workforce! More than half (55%) of global survey respondents already use AI to problem-solve at work and are also more likely to be trained in AI than the global average. This tech-savvy approach means they expect learning to be "embedded into the flow of work and powered by modern tools".

For employers, this presents an opportunity: Gen Z is ready to evolve with technology. Yet, the data reveals a significant equity gap that is currently hindering full potential:

If left unaddressed, these disparities risk creating an uneven playing field, hindering a valuable source of future talent, and undermining the goal of creating inclusive career pathways.

be a strategic organisation in closing the skills gap for long-term loyalty

To convert Gen Z's tech fluency into a lasting competitive advantage for your organisation, employers must act to bridge the training and equity gaps. Some action steps for organisations include:

work type divide:

White-collar office talent is decidedly more enthusiastic about AI (66%) than their blue- and gray-collar colleagues (52%). This gap is mirrored in usage, with 66% of office talent using AI at work compared to 46% of their peers in operational roles.
gender disparity:

There is also a gap along gender lines. 58% of men use AI for problem-solving at work compared to 52% of women. This is compounded by women being less likely to report having received formal AI training (38%) than men (46%).

1. modernising learning and development:

As digital natives, Gen Z expects learning to reflect their personal habits. AI tools are already a popular form of learning for 75% of Gen Z global survey respondents . Organisations should provide practical, tech-enabled, digital-first skilling opportunities and ensure that skills development is integrated into transparent career pathways.
2. redefine entry-Level roles:

With AI automating simple tasks, entry-level roles must be redefined away from basic tasks and toward developing essential skills like critical thinking and creativity. This shift aligns with Gen Z's ambition, directing their digital fluency toward strategic, value-adding tasks earlier in their careers.
3. prioritise equitable access:

To close the gender and work-type gaps, employers need to focus on inclusive development strategies. Be aware of emerging gender-gaps when offering and accessing learning opportunities. Formal AI training and tools must be provided equitably to all talent, regardless of role or background. This strategic investment in their future can help to build confidence and is crucial for "future-proofing talent’s skillset".

By embracing this strategic shift, employers can tap into Gen Z's ambition and digital capabilities, ensuring a strong, innovative pipeline of future leaders. This generation is not a challenge to manage, but an opportunity to redefine what work can become and we are excited for organisations to leverage Gen Z’s potential.