Recent findings reveal that Gen Z, known for their preference towards blue-collar jobs, might be reconsidering their path in the trades. A report from the ADP Research Institute highlights that as of January, 18.6% of workers aged 20 to 24 were in blue-collar roles—an increase from previous years. However, this growth plateaued in 2022, raising questions about the sustainability of this trend.
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Gen Z, born between 1997 and 2012, is often referred to as the “toolbelt generation,” largely due to the declining college enrollment rates observed in recent years. From 2019 to 2024, bachelor’s degree pursuit dipped by 3.6% and associate degree enrollment fell a staggering 15.9%.
The COVID-19 pandemic has undoubtedly influenced Gen Z’s views on higher education, especially amid rising college costs and the alarming student debt crisis. This has led many to seek alternatives, reflected by a 4.6% increase in vocational school enrollment during the same period.
However, the stagnation in blue-collar job numbers raises concerns, with experts noting that the introduction of AI in the workforce has contributed to uncertainties about job security. Driscoll emphasized that Gen Z seeks purpose and stability in their jobs, suggesting that their move away from blue-collar roles may stem from disappointment in the current job market’s offerings.
Interestingly, a survey by Talker Research shows that a large portion of Gen Z feels overwhelmed by work-related demands, with 11% considering quitting their jobs compared to lower figures from older generations. Additionally, a report from Bankrate states that 39% of Gen Z employees intend to leave their current positions in the next year, a notable contrast to the 25% average across all age groups.
As the pandemic’s effects wane, some Gen Z workers may pivot towards white-collar jobs, seeking better salaries and lighter workloads. Driscoll points out that the younger workforce is pushing for higher wages and equitable treatment, potentially widening the gap between industries that adapt to these expectations and those that do not. The lesson? Companies that recognize and respond to these trends will attract better talent, while others might struggle with employee retention.