By: Ashley Keenan, MS, CCC-SLP, and Diamond Sanchez, MS CCC-SLP
With each generation comes a new perspective and new ambitions. With changes following the COVID-19 pandemic, economic shift, and a higher need than ever for speech-language pathologists in the workforce, we have many new issues for candidates and hiring managers to consider. Generation Z (Gen Z) is now entering the workforce, and research indicates they are shifting their focus to how a company can support them—financially, socially, and mentally, by providing a sense of purpose.
Young professionals have a different set of priorities when getting a job compared to previous generations and prioritize aspects of work-life balance, including having flexibility with hours, paid time off (PTO), higher pay and confidence that the company that they work for has social and environmental policies that align with their beliefs. Newer graduates falling into the Gen Z age bracket are often more assertive and outspoken regarding the change they want to see in the workplace and will stand up to policies or procedures they feel should be changed. They are more likely to leave a position sooner rather than sticking it out to see if there are changes or improvements (Csiszárik-Kocsír & Garia-Fodor, 2018). Additionally, they are often increasingly casual in their communication style, preferring to text instead of call or email. Professional attire often looks different as athleisure becomes increasingly more common across different settings.
This stands in contrast to previous generations who often viewed their job as part of their identity and prioritized opportunities for growth in the workplace. Much of the new generation has watched as this led to previous generations in our fields reaching burnout and opting for career changes. With this in mind, the focus of these new priorities appears grounded in improving the stability and sustainability of professionals in the workplace.
According to the Bureau of Labor Statistics (2022) there will be 14,000 job openings for speech-language pathologists (SLPs) annually over the next decade, and the projected percentage change in employment is higher than 20 percent. The Communication Sciences and Disorders (CSD) Education Survey for 2022 found that 10,185 SLP master’s degrees were conferred in the 2021–2022 academic year (American Speech-Language-Hearing Association, 2023). While this represents more than a 50-percent increase over the past 10 years, the demand for SLPs continues to outpace the influx of new therapists. The current job market coupled with an unprecedented capacity for online communication amongst job seekers have permanently changed how young SLPs approach their careers. The ability to share information related to their experiences interviewing, job offers, and workplace policies online with others has dramatically changed how potential recruits go about the process.
The Millennial generation, now mostly in their mid–30s, experienced multiple financial breakdowns throughout their formative years. These events shaped a new workforce who are much less trusting of established economic safety nets, and these concerns have altered how Millennials and Gen Z view the job interview process and what their priorities are when looking for a job. Things that were previously considered to be workplace taboos, such as asking for specific salary, benefits, or PTO information early in the interview process, are rapidly becoming commonplace. Consistent with this shift in priorities, a recent survey from Indeed found that 54 percent of Gen Z won’t accept a role that doesn’t offer a flexible schedule and 85 percent say it’s “important” or “very important” for a job posting to list pay (Survey: Gen Z expects pay transparency and flexibility, 2023). Including this information in job postings and prioritizing transparency during the hiring process may aid in recruiting and job retention.
Gen Z is also prioritizing career advancement, purpose, and culture higher than their counterparts. Hiring managers can potentially add appeal to their positions by marketing mentorship and leadership opportunities, growth-based roles, and opportunities for consistent pay raises with advancement of skill sets. Placing an emphasis on a positive workplace culture with a strong peer and management support system is beneficial. Positive workplace culture may include feeling heard, opportunities to make decisions that impact the team/setting, and a strong company support or stance on social issues (Randstad Canada, 2014).
The recent effects that COVID-19 has had on the conversation surrounding workplace priorities cannot be ignored. During the pandemic, many SLPs had to convert to a fully virtual format, and there has been a substantial increase in the use of telehealth, which is now becoming more common. After experiencing the benefits of working remotely, many are finding it difficult to justify returning to in-person settings. Working remotely often allows for more flexibility in scheduling and reduced time and money spent commuting, making it more popular particularly with the newer generation of SLPs who have grown up using technology.
Ultimately, it benefits the employer to consider a generational perspective in the hiring process. With the increasing demand for SLPs in an ever-changing, post-pandemic world, it is more important than ever to be cognizant of what we can bring to the table as an employer and a candidate.
References
American Speech-Language-Hearing Association. (2023). Communication Sciences and disorders (CSD) education survey data reports. American Speech-Language-Hearing Association. https://www.asha.org/Academic/HES/CSD-Education-Survey-Data-Reports/
Csiszárik-Kocsír, Á., & Garia-Fodor, M. (2018). Motivation analyzing and preference system of choosing a workplace as segmentation criteria based on a country wide research result focus on generation of Z. On-Line Journal Modelling the New Europe, (27), 67–85. https://doi.org/10.24193/ojmne.2018.27.03
Randstad Canada. (2014). From Y to Z: A guide to the next generation of employees. https://cdn2.hubspot.net/hub/148716/file-2537935536-pdf/Gen_Y_Brochures/randstad-from-y-to-z-web.en_LR.pdf
Survey: Gen Z expects pay transparency and flexibility - indeed. (2023). https://www.indeed.com/lead/survey-gen-z-expects-pay-transparency-and-flexibility
U.S. Bureau of Labor Statistics. (2022, September 28). Speech-language pathologists : Occupational outlook handbook. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/healthcare/speech-language-pathologists.htm#:~:text=Employment%20of%20speech-language%20pathologists,on%20average%2C%20over%20the%20decade