Disability and Inclusion for Gen Z: Supporting the Next Generation of Workers

As Generation Z enters the workforce, they bring new expectations, perspectives, and challenges. This generation, born between approximately 1997 and 2012, is vocal about the importance of diversity, equity, and inclusion (DEI). They expect workplaces to not only embrace these values but also to take actionable steps toward supporting them. By 2025, Gen Z is projected to make up nearly a third of the workforce[1], and companies that recognize and adapt to their needs will be better positioned for success.

Gen Z Characteristics and Expectations

Generation Z is the most diverse generation yet—both demographically but also in their attitudes, beliefs, and communication styles. Shaped by global recessions, the COVID-19 pandemic, and the rise of technology and social media, their expectations of the workplace differ significantly from previous generations. Supporting a multigenerational workforce means recognizing and appreciating the strengths of Gen Z to create a culture of shared goals and values. The following characteristics, identified in EY Canada’s Gen Z segmentation study, are not absolute—they are clues to understanding our youngest generation of workers:

• Social Consciousness: Gen Z is driven by a desire for change. More than 76% of Gen Z feel it’s extremely important to challenge what’s wrong in the world.[2] They seek workplaces that align with their personal values, especially on issues like gender identity and mental health.
• Professional Growth and Authenticity: They value transparency and expect employers to support their mental health and personal fulfillment. Authenticity and inclusivity are critical to retaining Gen Z talent, and they challenge workplaces to be clear about their goals and values.
• The Role of Social Media: Social media serves as a platform for activism, allowing Gen Z to spread messages of change faster and further than ever before. This generation is less tolerant of organizations that fail to live up to DEI standards, especially when those values aren’t clearly communicated.

Gen Z Challenges

Generation Z faces unique challenges that can impact work performance and career decisions.

Mental Health Stressors

Mental health is a significant concern for all generations, but Gen Z is particularly vulnerable. Gen Z is reportedly our most isolated generation yet.[3] Many have experienced shifts in social skills, contributing to difficulties in forming and maintaining relationships. This can hinder their willingness and ability to return to traditional office environments, as they may struggle with the desire and ability to interact with others.

Younger workers are three times more likely than older employees to experience burnout and are twice as likely to struggle with motivation.[4] Uncertainty about the future of employment, financial struggles due to the economy, and dissatisfaction with workplace working conditions are all shown to be factors. While stress and worry about political and social issues were higher in 2021, Gen Z’s greatest stress or worry in 2023 was around the physical or mental health of other people in their life. They even rated concerns about the physical and mental health of others (46%) above that of their own (42%).² 

Increased Disability Rates and Neurodivergence

The disability rate among younger workers has risen significantly, particularly for those aged 15 to 24, the rate jumping from 13% in 2017 to 20% in 2022.[5] We also know that the future workforce is likely to include a significant proportion of neurodivergent individuals. According to statistics, about 15-20% of people are neurodivergent and 53% of Gen Z identify as neurodivergent.[6]

This generation, soon to become our future leaders, faces additional challenges transitioning from education to the workplace. Although some post-secondary students need adapted or modified building features to attend higher education (7.7%), just over 1 in 4 (26.1%) needed assistive devices, support services, modification to curriculum, or additional time for testing.[7] This need was higher among university students vs. those in other post-secondary education.

It's also important to consider the intersectionality of disability. Overall, 7.5% of post-secondary students with disabilities identify as Indigenous. Students with disabilities who identify as Indigenous are three times more likely to attend non-university post-secondary education. Additionally, 20.1% of students with disabilities report being an immigrant.⁷

Transitioning from School to Work

Students with disabilities frequently encounter significant barriers during the school-to-work transition, according to researchers.[8] Discrimination, inaccessible environments, and inadequate support systems are common obstacles. Higher education has traditionally been geared toward students perceived as self-sufficient, which can exacerbate challenges for disabled students as they work to prove their competency.

The stigma around disclosing disabilities remains prevalent, and many disabled students fear discrimination in both academic and professional settings. Research shows that students often report denial of accommodations and biased attitudes, which negatively impact their ability to succeed in both education and employment.

These barriers put young workers with disabilities at a disadvantage to entering and advancing within the workforce. For example, paid work opportunities are typically of lower quality compared to those available to non-disabled workers.[9] This often translates to fewer work hours, lower income, and limited opportunities for career progression. Working in low quality employment also means that young workers may lack necessary workplace supports and accommodations to thrive, impacting their ability to maintain long-term employment.

Strategies for Employers to Support Gen Z

Creating inclusive workplaces for Gen Z, particularly for those with disabilities, requires intentional strategies that address both physical and cultural barriers.

Inclusive Work Environments

A focus on inclusion, equity, and equality at every stage of the employee journey is essential. Equitable workplaces remove barriers for employees with disabilities to ensure everyone has access to the same opportunities for success. Inclusion begins with accessible job postings and interviews, ensuring that people with disabilities can fully participate in the hiring process. Inclusion strategies should extend beyond onboarding, ensuring that health is supported throughout the employee lifecycle and career advancement opportunities are available to all.

In an inclusive environment, individuals also feel valued and safe to express their authentic selves, which fosters psychological safety and productivity.

Workplace Accommodations

Workplace accommodations may look different than academic accommodations. Young workers may be accustomed to accommodations such as extra time on exams, note-takers, and extensions for assignments, based on functional limitations like the ability to concentrate or meet deadlines. While some accommodations are transferable—such as providing meeting minutes instead of note-taking—workplace accommodations may not exactly mirror those provided in school.

To ease the transition and find new solutions for the workplace, employers can match accommodations as much as possible, asking questions such as “what about this transition is difficult?” and “what parts of these suggested accommodations do you think might help you?” Engaging an Occupational Therapist can be helpful to determine which accommodations might be best for the employee based on functional limitations and job tasks.

Building Disability Confidence through Education

Many employers report a lack of disability confidence, which means they’re not equipped to consistently implement accommodations. To bridge this gap and build disability confidence, employers should invest in ongoing education and training, especially as new technologies emerge. By applying a “disability lens,” employers can ensure that new technologies are accessible to all employees and that accommodations are appropriate and effective.[10]

Educating Gen Z workers includes informing them about their role in the accommodation process so they can feel empowered to seek help and actively participate in seeking workplace solutions. It also includes supporting life-long learning and ensuring that employees have accessible opportunities to upskill and reskill to meet new workplace demands.¹⁰

Flexible Work and Communication

Flexibility is especially important for Gen Z. Providing a balance between personal and professional demands supports employee mental health and wellness. Options for flexibility may include remote options, staggered start and end times, reduced hours, or private workspaces for concentration.

Employers should also consider their communication styles and how those serve Gen Z. Despite digital technology broadening our channels for communication, we also see a distinct lack of human connection among this group. Leaders must actively engage with their teams no matter where they work, create opportunities for meaningful connection, and provide frequent, ongoing feedback to employees.

Neurodivergent individuals face unique challenges when it comes to communication. They often process information differently, relying on explicit, step-by-step instructions rather than implicit social cues. This can make interpreting figurative language and social nuances challenging, and should be addressed through clear, structured communication. Embracing diverse communication styles not only improve collaboration but also reduce misunderstandings, creating a stronger, more resilient team, no matter what generation they belong to.

How Can Gowan Consulting Help?

Gowan Consulting has Occupational Therapy resources to ensure the safety and wellness of your employees and work environment. We provide assessments, program consultation, and training to cover all your workplace health needs.

• Make a referral for an accommodation assessment to help your employees get the tools and strategies they need to succeed at work.
• Take our Psychological Safety at Work Training or Manager Mental Health Training to learn how leaders can build healthy, safe workplaces.
• Contact us to learn more about how we can support your employees' health and safety.

Works Cited

[1] World Economic Forum. (2022, September 6). The 4 expectations Gen Z teams have for the workplace of the future. World Economic Forum. https://www.weforum.org/agenda/2022/09/the-4-expectations-gen-z-teams-have-workplace-future/

[2] EY. (2023). How can understanding the influence of Gen Z today empower your tomorrow? 2023 EY Gen Z segmentation study. Retrieved from https://www.ey.com/en_us 

[3] Holladay, K. (2023, January 13). Isolation among Generation Z in the United States. Ballard Brief.  https://ballardbrief.byu.edu/issue-briefs/isolation-among-generation-z-in-the-united-states

[4] Telus Health. (April 2024). Telus Mental Health Index. Accessed from https://www.telus.com/

[5] Statistics Canada. (2023, December 1). Canadian Survey on Disability, 2017 to 2022: Highlights. Retrieved from https://www150.statcan.gc.ca/n1/daily-quotidien/231201/dq231201b-eng.htm

[6] Texthelp. (2023). Neurodiversity inclusion: Leaders share how to unlock potential & maximize success. Retrieved from https://www.texthelp.com/resources/blog/neurodiversity-inclusion-leaders-share-how-to-unlock-potential-maximize-success/

[7] Furrie, A. D. (2017). Post-secondary students with disabilities: Their experience – past and present. Final report prepared for the National Educational Association of Disabled Students (NEADS), with funding from Employment and Social Development Canada.

[8] Goodall, G., Mjøen, O. M., Witsø, A. E., Horghagen, S., & Kvam, L. (2022). Barriers and facilitators in the transition from higher education to employment for students with disabilities: A rapid systematic review. Frontiers in Education, 7, 882066. https://doi.org/10.3389/feduc.2022.882066 

[9] Institute for Work & Health. (n.d.). Canadians with disabilities twice as likely to report low-quality employment than those without disabilities. Institute for Work & Health. https://www.iwh.on.ca/plain-language-summaries/canadians-with-disabilities-twice-as-likely-to-report-low-quality-employment-than-those-without-disabilities

[10] Institute for Work & Health. (2024). Supporting young persons with disabilities in the future of work. Top-ranked strategies based on a three-year Delphi study. Retrieved from https://www.iwh.on.ca/iwh/files/iwh/reports