Le monde du travail en chiffres<\/a> regroupe des donn\u00e9es approfondies sur les plus grandes tendances ainsi que des \u00e9tudes et des sondages sur le monde du travail et de l’immobilier.<\/em><\/p>\n\n\n\nLa g\u00e9n\u00e9ration\u00a0Z est entr\u00e9e dans le monde du travail pendant une pand\u00e9mie mondiale du genre qui ne se produit qu’une fois par si\u00e8cle, et cela a compl\u00e8tement chang\u00e9 la trajectoire (et la stabilit\u00e9) de son parcours professionnel collectif. Avant 2020, il semblait qu’elle allait profiter d’un march\u00e9 du travail avec un faible taux de ch\u00f4mage apr\u00e8s une d\u00e9cennie de croissance stable. Mais tout cela a chang\u00e9 du jour au lendemain.<\/p>\n\n\n
\r\n
Dans cette histoire<\/div>\r\n \r\n
\r\n \r\n \r\n Qui est la g\u00e9n\u00e9ration\u00a0Z?\r\n \r\n \r\n\r\n FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#que-veut-la-g%c3%a9n%c3%a9ration-z-de-lavenir-du-travail\" class=\"toc-block__link\">\r\n Que veut la g\u00e9n\u00e9ration\u00a0Z de l’avenir du travail?\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#comment-les-entreprises-peuvent-elles-soutenir-les-travailleurs-de-la-g%c3%a9n%c3%a9ration-z\" class=\"toc-block__link\">\r\n Comment les entreprises peuvent-elles soutenir les travailleurs de la g\u00e9n\u00e9ration\u00a0Z?\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <\/ul>\r\n <\/div>\r\n\n\n\n<p>La g\u00e9n\u00e9ration Z comprend les personnes n\u00e9es en 1997 et apr\u00e8s. Ce groupe a grandi avec la diffusion vid\u00e9o et les t\u00e9l\u00e9phones intelligents. Il entre actuellement sur un march\u00e9 du travail boulevers\u00e9 par la pand\u00e9mie de COVID-19. La transition d’\u00e9tudiant \u00e0 employ\u00e9 n’est jamais facile, mais l’incertitude caus\u00e9e par la pand\u00e9mie rend cette p\u00e9riode d’autant plus difficile. Ces difficult\u00e9s ont fortement frapp\u00e9 les membres de la g\u00e9n\u00e9ration Z en \u00e2ge de travailler, ce qui a donn\u00e9 lieu \u00e0 des niveaux \u00e9lev\u00e9s d’anxi\u00e9t\u00e9 et de d\u00e9pression, et les rend plus vuln\u00e9rables par rapport \u00e0 l’\u00e9puisement professionnel et plus susceptibles de passer d’un emploi \u00e0 l’autre.<\/p>\n\n\n\n<p>Selon <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a>, la g\u00e9n\u00e9ration Z repr\u00e9sentera 27 % de la main-d’\u0153uvre d’ici 2025 et, qu’on le veuille ou non, elle est d\u00e9j\u00e0 en train de devenir le groupe de consommateurs dominant ainsi qu’un moteur de culture. Les entreprises devront faire appel \u00e0 cette g\u00e9n\u00e9ration si elles veulent rester pertinentes et concurrentielles. Alors que l’identit\u00e9 de la g\u00e9n\u00e9ration Z est en train de se former, il est essentiel que les employeurs comprennent les d\u00e9fis uniques auxquels cette rel\u00e8ve est confront\u00e9e et soutiennent ses membres lorsqu’ils commencent leur carri\u00e8re. 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Le spectre de la grande r\u00e9cession continuait \u00e0 dominer l’horizon. La g\u00e9n\u00e9ration Z n’a pas v\u00e9cu la crise \u00e9conomique sur le plan professionnel, mais d\u00e8s leur plus jeune \u00e2ge, beaucoup de ses membres ont vu leurs parents ainsi que leurs fr\u00e8res et s\u0153urs plus \u00e2g\u00e9s vivre des pertes d’emploi et des difficult\u00e9s financi\u00e8res. Cette exposition pr\u00e9coce \u00e0 l’incertitude \u00e9conomique a rendu les membres de cette g\u00e9n\u00e9ration <a href=\"https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html\">pragmatiques<\/a> et <a href=\"https:\/\/dynamicsignal.com\/2019\/09\/19\/generation-z-in-the-workplace\/\">sceptiques<\/a> en ce qui concerne leur carri\u00e8re.<\/p>\n\n\n\n<p>La g\u00e9n\u00e9ration Z sera la <a href=\"https:\/\/www.pewresearch.org\/social-trends\/2020\/05\/14\/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2\/\">plus scolaris\u00e9e<\/a> de l’histoire, avec 57 % d’inscriptions \u00e0 un programme universitaire de deux ou de quatre ans, contre 52 % des mill\u00e9naux et 43 % de la g\u00e9n\u00e9ration X. Mais cette forte scolarit\u00e9 s’accompagnent de dettes \u00e9crasantes d\u00e9coulant des pr\u00eats \u00e9tudiants. Aux \u00c9tats-Unis, selon <a href=\"https:\/\/www.experian.com\/blogs\/ask-experian\/state-of-student-loan-debt\/\">Experian<\/a>, l’\u00e9tudiant moyen de la g\u00e9n\u00e9ration Z avait, en moyenne, 17 338 $ en dette \u00e9tudiante en 2020, soit une augmentation de 39 % par rapport \u00e0 2019 et sur la voie d’\u00eatre \u00e9gale, voire bient\u00f4t sup\u00e9rieure, \u00e0 celle des g\u00e9n\u00e9rations pr\u00e9c\u00e9dentes.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI-20190314-WeWork-Carrera-12A-78-40-Outdoor-Terraces-1_v1-scaled.jpg\" alt=\"\" class=\"wp-image-3000046694\"\/><figcaption><a href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/carrera-11b-99-25--bogota\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/carrera-11b-99-25--bogota\">WeWork Carrera 11B #99-25<\/a> \u00e0 Bogota, en Colombie.<\/figcaption><\/figure>\n\n\n\n<p>La diversit\u00e9, l’inclusion et la responsabilit\u00e9 sociale sont des pr\u00e9occupations essentielles de la g\u00e9n\u00e9ration Z, qui est en passe de devenir la plus diversifi\u00e9e sur le plan racial, selon le <a href=\"https:\/\/www.pewresearch.org\/social-trends\/2020\/05\/14\/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2\/\">Pew Research Center<\/a>. Ses membres sont les plus susceptibles de d\u00e9clarer conna\u00eetre quelqu’un qui utilise des pronoms neutres en mati\u00e8re de genre. La moiti\u00e9 de ceux qui ont \u00e9t\u00e9 sond\u00e9s ont indiqu\u00e9 que la soci\u00e9t\u00e9 n’acceptait pas suffisamment les personnes qui ne s’identifient pas comme \u00ab homme \u00bb ou \u00ab femme \u00bb, ce qui repr\u00e9sente le taux le plus \u00e9lev\u00e9 de toutes les g\u00e9n\u00e9rations.<\/p>\n\n\n\n<p>Les membres de la g\u00e9n\u00e9ration Z indiquent faire face \u00e0 des probl\u00e8mes de sant\u00e9 mentale beaucoup plus que leurs homologues plus \u00e2g\u00e9s, ce qui est encore plus probl\u00e9matique. Selon un sondage r\u00e9alis\u00e9 en ao\u00fbt 2020 aupr\u00e8s de 3 409 adultes am\u00e9ricains par l’<a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">American Psychological Association<\/a>, les adultes de la g\u00e9n\u00e9ration Z (de 18 \u00e0 23 ans) ont signal\u00e9 un niveau de stress moyen de 6,1 sur 10, le plus \u00e9lev\u00e9 de toute g\u00e9n\u00e9ration, l’ensemble des adultes signalant un niveau moyen de 5. 75 % des adultes de la g\u00e9n\u00e9ration Z d\u00e9clarent avoir subi au moins un sympt\u00f4me de d\u00e9pression. L’\u00e9tude cite \u00e0 la fois l’incertitude de la pand\u00e9mie et un sentiment persistant de crise et de troubles sociaux comme causes potentielles. Il est clair que la g\u00e9n\u00e9ration Z est la premi\u00e8re \u00e0 souffrir du poids psychologique de cette \u00e9poque incertaine.<\/p>\n\n\n\n<h2 id=\"que-veut-la-g%c3%a9n%c3%a9ration-z-de-lavenir-du-travail\"class=\"wp-block-heading\">Que veut la g\u00e9n\u00e9ration Z de l’avenir du travail?<\/h2>\n\n\n\n<p>Beaucoup des anxi\u00e9t\u00e9s ressenties par les membres de la g\u00e9n\u00e9ration Z ont des r\u00e9percussions sur leur exp\u00e9rience du milieu de travail. Dans un sondage men\u00e9 en 2021 par <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a>, 59 % des r\u00e9pondants de la g\u00e9n\u00e9ration Z d\u00e9clarent \u00eatre m\u00e9contents de leur travail. Les probl\u00e8mes li\u00e9s \u00e0 <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/how-to-find-work-life-balance-in-a-high-pressure-job\">conciliation travail-vie personnelle ( English )<\/a>, les longues heures de travail, le stress li\u00e9 \u00e0 l’emploi du temps, et le manque de flexibilit\u00e9 sont d’autres causes majeures d’insatisfaction, 57 % d’entre eux d\u00e9clarant se sentir oblig\u00e9s d’\u00eatre joignables \u00e0 tout moment de la journ\u00e9e.<\/p>\n\n\n\n<p>Alors, qu’est-ce que la g\u00e9n\u00e9ration Z attend du travail? La r\u00e9ponse est nuanc\u00e9e, et indique qu’une r\u00e9ussite est possible avec des journ\u00e9es de travail \u00e9chelonn\u00e9es qui r\u00e9pondent aux variations en mati\u00e8re de productivit\u00e9 des travailleurs. Adobe a constat\u00e9 que 62 % des membres de la g\u00e9n\u00e9ration Z interrog\u00e9s dans le monde entier se sentaient contraints de travailler de 9 heures \u00e0 18 heures, alors qu’ils se sentaient plus productifs \u00e0 d’autres heures de la journ\u00e9e. Vingt-six pour cent d’entre eux ont d\u00e9clar\u00e9 se sentir plus productifs entre 18 heures et 3 heures du matin, soit pr\u00e8s de 10 points de plus que toute autre g\u00e9n\u00e9ration indiquant avoir eu ce sentiment durant cette p\u00e9riode.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI-20190314-WeWork-Carrera-12A-78-40-Common-Areas-Hot-Desk-1_v1-scaled.jpg\" alt=\"\" class=\"wp-image-3000046695\"\/><figcaption><a rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/carrera-12a-78-40--bogota\" target=\"_blank\" href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/carrera-12a-78-40--bogota\">WeWork Carrera 12a #78-40<\/a>, \u00e0 Bogota, en Colombie.<\/figcaption><\/figure>\n\n\n\n<p>La <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">recherche<\/a> montre que la g\u00e9n\u00e9ration Z est favorable \u00e0 un retour au bureau, mais pas \u00e0 temps plein. Cette information pourrait \u00eatre li\u00e9e au fait que <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">72 %<\/a> des employ\u00e9s de la g\u00e9n\u00e9ration Z n’ont d’espace de bureau d\u00e9di\u00e9 \u00e0 leur domicile, et que <a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">86 %<\/a> d’entre eux partagent leur logement avec au moins un autre adulte. Ils veulent les avantages sociaux du travail sur le lieu de travail, et <a href=\"https:\/\/www.axios.com\/gen-z-remote-work-eb2bb532-1dc9-4cdc-b542-01de2c780f55.html\">41 %<\/a> d’entre eux mentionnent le mentorat comme un \u00e9l\u00e9ment qui leur manque lorsqu’ils travaillent \u00e0 distance. Selon un sondage men\u00e9 par <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">YouGov<\/a>, pr\u00e8s de 50 % des personnes interrog\u00e9es s’inqui\u00e8tent que le travail \u00e0 distance entrave leur progression professionnelle et leur capacit\u00e9 \u00e0 \u00eatre promues. Vingt pour cent d’entre eux souhaitent travailler au bureau tous les jours, soit le pourcentage le plus \u00e9lev\u00e9 de tous les groupes d’\u00e2ge, mais 70 % pr\u00e9f\u00e9reraient une <a href=\"\/fr-CA\/ideas\/workspace-solutions\/flexible-products\/hybrid-workplace\">configuration hybride de travail<\/a>.<\/p>\n\n\n\n<p>Les employ\u00e9s de la g\u00e9n\u00e9ration Z attendent plus du travail que des horaires flexibles. Dans un sondage men\u00e9 par le <a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">Workforce Institute<\/a> en 2019, 51 % des r\u00e9pondants de la g\u00e9n\u00e9ration Z ont d\u00e9clar\u00e9 qu’ils \u00e9taient motiv\u00e9s par un travail agr\u00e9able. Avec 57 % d’entre eux qui disent s’attendre \u00e0 \u00eatre promus une fois par an, l’avancement professionnel et une reconnaissance notable sont \u00e9galement des facteurs de motivation importants.<\/p>\n\n\n\n<p>Le niveau \u00e9lev\u00e9 d’insatisfaction professionnelle est un risque majeur de d\u00e9mission pour cette g\u00e9n\u00e9ration. Selon <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a>, 74 % des personnes interrog\u00e9es ont d\u00e9clar\u00e9 qu’elles changeraient d’emploi pour obtenir une meilleure conciliation travail-vie personnelle, 66 % pour profiter d’un meilleur contr\u00f4le de leurs horaires de travail et 63 % pour avoir la possibilit\u00e9 de travailler \u00e0 distance.<\/p>\n\n\n\n<h2 id=\"comment-les-entreprises-peuvent-elles-soutenir-les-travailleurs-de-la-g%c3%a9n%c3%a9ration-z\"class=\"wp-block-heading\">Comment les entreprises peuvent-elles soutenir les travailleurs de la g\u00e9n\u00e9ration Z?<\/h2>\n\n\n\n<p>Cette g\u00e9n\u00e9ration a beaucoup \u00e0 offrir aux employeurs. Ses membres ont des comp\u00e9tences num\u00e9riques inn\u00e9es ; ils ont des points de vue socialement responsables \u00e0 l’\u00e9chelle mondiale et des niveaux de scolarit\u00e9 sup\u00e9rieurs \u00e0 ceux de la main-d’\u0153uvre actuelle. Pour attirer et soutenir les employ\u00e9s de la g\u00e9n\u00e9ration Z, les employeurs ont tout int\u00e9r\u00eat \u00e0 se concentrer sur trois aspects principaux : la confiance et le mentorat, une diversit\u00e9 et une inclusion constructives, et la sant\u00e9 mentale.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/09\/Print_300DPI_1080x1080-20191001_WeWork_Botanic-Building-Brussels_004_v1.jpg\" alt=\"\" class=\"wp-image-3000046703\"\/><figcaption><a href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/botanic--brussels\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/fr-CA\/buildings\/botanic--brussels\">WeWork Botanic<\/a> \u00e0 Bruxelles, en Belgique.<\/figcaption><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">D\u00e9velopper les occasions de mentorat<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Sondage<\/a> apr\u00e8s <a href=\"https:\/\/www.washingtonpost.com\/business\/gen-z-wants-to-go-back-to-the-office-just-not-full-time\/2021\/08\/12\/5a7c051c-fb33-11eb-911c-524bc8b68f17_story.html\">sondage<\/a>, les travailleurs de la g\u00e9n\u00e9ration Z expriment un vif int\u00e9r\u00eat pour le <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/think-mentorship-should-be-free-think-again\">mentorat ( English )<\/a> et les possibilit\u00e9s de d\u00e9veloppement au travail. Un sondage r\u00e9alis\u00e9 en 2019 par l’<a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">Institut de la main-d’\u0153uvre<\/a> a r\u00e9v\u00e9l\u00e9 que 44 % d’entre eux pr\u00e9f\u00e9raient <a href=\"\/fr-CA\/ideas\/research-insights\/research-studies\/the-impact-of-working-from-home-on-collaboration\">travailler en personne avec leurs \u00e9quipes<\/a>, 43 % ont affirm\u00e9 pr\u00e9f\u00e9rer les formations pratiques et les orientations en personne, et 75 % ont dit pr\u00e9f\u00e9rer recevoir des commentaires de leur responsable en personne. La confiance est vitale, 47 % d’entre eux d\u00e9clarant vouloir un leader qui leur fait confiance, un souhait se trouvant tout en haut de la liste des caract\u00e9ristiques qu’ils recherchent de la part de la direction<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Mettre l’accent sur la diversit\u00e9 et l’inclusion<\/h3>\n\n\n\n<p>Cette g\u00e9n\u00e9ration ne s’int\u00e9resse pas aux gestes purement symboliques en mati\u00e8re de diversit\u00e9 et d’inclusion. Ils recherchent des entreprises avec un <a href=\"https:\/\/www.gallup.com\/workplace\/336275\/things-gen-millennials-expect-workplace.aspx\">leadership \u00e9thique<\/a> et des pratiques commerciales \u00e9thiques. Beaucoup pensent que les minorit\u00e9s ne sont <a href=\"https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html\">pas bien repr\u00e9sent\u00e9es<\/a> sur le lieu de travail. Cette pr\u00e9occupation conditionne largement leur prise en consid\u00e9ration des occasions d’emploi. Dans une sondage men\u00e9 en septembre 2020 par <a href=\"https:\/\/tallo.com\/blog\/genz-demands-diversity-inclusion-strategy\/\">Tallo<\/a> aupr\u00e8s de plus de 5 000 \u00e9tudiants du secondaire \u00e0 l’universit\u00e9, 69 % des personnes interrog\u00e9es ont d\u00e9clar\u00e9 qu’elles seraient beaucoup plus susceptibles de postuler aupr\u00e8s d’une entreprise qui met l’accent sur la diversit\u00e9 et l’inclusion dans son processus de recrutement. Une personne sur trois a indiqu\u00e9 \u00e9viter les occasions o\u00f9 elle soup\u00e7onnait qu’elle sera trait\u00e9e injustement en raison de son identit\u00e9 sexuelle, ethnique ou raciale. Il est essentiel que la diversit\u00e9 et l’inclusion jouent un r\u00f4le cl\u00e9 dans le recrutement, la promotion et le fonctionnement d’une entreprise.<\/p>\n\n\n<div class=\"related-articles-sticky related-articles-sticky--sticky-on-desktop\">\r\n <div class=\"related-articles-sticky__holder\">\r\n <div class=\"ray-grid\">\r\n <div class=\"ray-grid__cell--span-full\">\r\n <div class=\"related-articles-sticky__header-wrapper\">\r\n <h3 class=\"ray-text--h3 related-articles-sticky__block-title\">\r\n Articles connexes\r\n <\/h3>\r\n <\/div>\r\n <div class=\"related-articles-sticky__wrapper\">\r\n \r\n <div class=\"related-articles-sticky__item\">\r\n <div class=\"related-articles-sticky__image-wrapper\">\r\n <a href=\"https:\/\/www.wework.com\/fr-CA\/ideas\/workspace-solutions\/how-companies-use-wework-to-accommodate-future-headcounts\" class=\"ray-image ray-image--1by1\">\r\n <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1152\" src=\"https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?resize=2048%2C1152\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=2048 2048w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=400 400w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=800 800w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=1120 1120w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=1440 1440w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2021\/10\/WeWork-The-Pavilion_17_v1-scaled.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n <\/a>\r\n <\/div>\r\n <div class=\"related-articles-sticky__container\">\r\n <a href=\"https:\/\/www.wework.com\/fr-CA\/ideas\/workspace-solutions\/how-companies-use-wework-to-accommodate-future-headcounts\">\r\n <div class=\"related-articles-sticky__caption-title\">\r\n L’utilisation que font les entreprises de WeWork afin de recevoir leurs futurs effectifs\r\n <\/div>\r\n\r\n <div class=\"author\">\r\n Par\r\n Kristen Bailey\r\n <\/div>\r\n <\/a>\r\n <\/div>\r\n <\/div>\r\n \r\n <div class=\"related-articles-sticky__item\">\r\n <div class=\"related-articles-sticky__image-wrapper\">\r\n <a href=\"https:\/\/www.wework.com\/fr-CA\/ideas\/growth-innovation\/how-one-sales-exec-found-a-new-routine-and-new-workspaces\" class=\"ray-image ray-image--1by1\">\r\n <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"1440\" height=\"810\" src=\"https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2020\/12\/IMG_0113_v1.jpg?resize=1440%2C810\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2020\/12\/IMG_0113_v1.jpg?w=1440 1440w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2020\/12\/IMG_0113_v1.jpg?w=400 400w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2020\/12\/IMG_0113_v1.jpg?w=800 800w, https:\/\/www.wework.com\/fr-CA\/ideas\/wp-content\/uploads\/sites\/5\/2020\/12\/IMG_0113_v1.jpg?w=1120 1120w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n <\/a>\r\n <\/div>\r\n <div class=\"related-articles-sticky__container\">\r\n <a href=\"https:\/\/www.wework.com\/fr-CA\/ideas\/growth-innovation\/how-one-sales-exec-found-a-new-routine-and-new-workspaces\">\r\n <div class=\"related-articles-sticky__caption-title\">\r\n Comment une directrice commerciale a d\u00e9couvert une nouvelle routine et de nouveaux espaces de travail\r\n <\/div>\r\n\r\n <div class=\"author\">\r\n Par\r\n Angelica Frey\r\n <\/div>\r\n <\/a>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n\n\n\n<h3 class=\"wp-block-heading\">Offrir plus d’avantages en mati\u00e8re de sant\u00e9 mentale<\/h3>\n\n\n\n<p>Avec les niveaux \u00e9tonnants d’anxi\u00e9t\u00e9 et de d\u00e9pression parmi la g\u00e9n\u00e9ration Z, il est essentiel que les employeurs priorisent la <a href=\"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/prioritizing-mental-health-in-the-new-world-of-work\">sant\u00e9 mentale ( English )<\/a> de leurs employ\u00e9s. Dans un sondage <a href=\"https:\/\/www.gallup.com\/workplace\/336275\/things-gen-millennials-expect-workplace.aspx\">de Gallup<\/a> r\u00e9alis\u00e9 avant la pand\u00e9mie, la g\u00e9n\u00e9ration Z a class\u00e9 l’accent sur le bien-\u00eatre comme sa priorit\u00e9 absolue sur le lieu de travail. Un tiers (<a href=\"https:\/\/workforceinstitute.org\/wp-content\/uploads\/2019\/05\/Meet-Gen-Z-Hopeful-Anxious-Hardworking-and-Searching-for-Inspiration.pdf\">31 %<\/a>) des r\u00e9pondants souhaitent que leurs employeurs offrent des journ\u00e9es de sant\u00e9 mentale et 37 % veulent des heures de <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/management-leadership\/flexibility-in-the-workplace\">travail flexible ( English )<\/a>.<\/p>\n\n\n\n<p>Les avantages traditionnels sont \u00e9galement importants. Dans le m\u00eame sondage, 44 % des r\u00e9pondants ont indiqu\u00e9 qu’ils pr\u00e9f\u00e8rent les <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/business-solutions\/how-to-offer-employees-healthcare-benefits\">avantages en mati\u00e8re de soins de sant\u00e9 ( English )<\/a> aux cong\u00e9s pay\u00e9s lorsqu’ils envisagent un emploi. Des avantages sant\u00e9 de qualit\u00e9 signifient des assurances-maladie qui couvrent les services de sant\u00e9 mentale. <\/p>\n\n\n\n<p>Malgr\u00e9 les statistiques inqui\u00e9tantes en mati\u00e8re de sant\u00e9 mentale, la g\u00e9n\u00e9ration Z reste optimiste : <a href=\"https:\/\/www.apa.org\/news\/press\/releases\/stress\/2020\/report-october\">64 %<\/a> de ses membres d\u00e9clarent se sentir optimistes quant \u00e0 l’avenir. C’est peut-\u00eatre cet espoir qui les emp\u00eache de se contenter d’un emploi qui ne leur convient pas. Selon <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">Adobe<\/a>, 56 % d’entre eux ont d\u00e9clar\u00e9 qu’ils \u00e9taient susceptibles de chercher un nouvel emploi au cours de l’ann\u00e9e prochaine, soit sept points de plus que la g\u00e9n\u00e9ration Y et 25 points de plus que la g\u00e9n\u00e9ration X. Un <a href=\"https:\/\/www.adobe.com\/content\/dam\/dx-dc\/us\/en\/pdfs\/\/the-future-of-time.pdf\">sondage de Bankrate<\/a> men\u00e9 en ao\u00fbt 2021 indique que ce chiffre serait maintenant de <a href=\"https:\/\/www.cnbc.com\/2021\/09\/03\/gen-z-and-millennial-workers-are-leading-the-latest-quitting-spree-.html\">77 %<\/a>. Bien qu’une telle avalanche de d\u00e9missions soit peu probable, il est clair que les travailleurs de la g\u00e9n\u00e9ration Z sont plus enclins \u00e0 quitter leur emploi que toute autre g\u00e9n\u00e9ration.<\/p>\n\n\n\n<p>Chaque g\u00e9n\u00e9ration doit vivre avec son propre ensemble d’obstacles, et ceux auxquels est confront\u00e9e la g\u00e9n\u00e9ration Z sont d\u00e9courageants. Cette adversit\u00e9 a donn\u00e9 naissance \u00e0 une g\u00e9n\u00e9ration pragmatique et ind\u00e9pendante, pr\u00eate \u00e0 construire un avenir meilleur non seulement pour elle-m\u00eame, mais aussi pour les travailleurs plus \u00e2g\u00e9s et pour ceux qui viendront apr\u00e8s elle. Travailler pour votre entreprise fera-t-il partie de cet avenir? Vous devrez pour cela prouver votre capacit\u00e9 \u00e0 mettre l’accent sur la sant\u00e9 mentale, la diversit\u00e9, le mentorat et la flexibilit\u00e9.<\/p>\n\n\n\n<p><em>Bradley Little est un sc\u00e9nariste et r\u00e9alisateur vid\u00e9o bas\u00e9 \u00e0 New York.<\/em><\/p>\n\n\n<div\r\n data-block_60e8695ae0589\r\n class=\"sticky-cta align sticky-cta--bottom sticky-cta--default--bottom sticky-cta--right sticky-cta--default\"\r\n>\r\n <div class=\"sticky-cta__copy sticky-cta--default__copy\">\r\n <p>Vous repensez votre espace de travail?<\/p>\n\r\n <\/div>\r\n\r\n <div class=\"sticky-cta__button-wrap sticky-cta--default__button\">\r\n <button class=\"ray-button ray-button--primary sticky-cta__button\">\r\n <a\r\n href=\"#nf-form-31-cont\"\r\n class=\"sticky-cta__link sticky-cta--default__link\">\r\n Communiquez avec nous\r\n <\/a>\r\n <\/button>\r\n <\/div>\r\n<\/div>\r\n","protected":false},"excerpt":{"rendered":"<p><span style=\"font-weight: 400;\">La g\u00e9n\u00e9ration\u00a0Z entre dans le milieu de travail dans une p\u00e9riode d’incertitude sans pr\u00e9c\u00e9dent. Il sera essentiel de les soutenir<\/span><\/p>\n","protected":false},"author":2182,"featured_media":1829,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"template-single-default.blade.php","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[824,830],"tags":[851,158,859],"class_list":["post-1828","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research-insights","category-research-studies","tag-talent-and-retention-2","tag-flexibility","tag-work_by_the_numbers"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.4 (Yoast SEO v25.3.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Votre lieu de travail est-il pr\u00eat pour la g\u00e9n\u00e9ration\u00a0Z? - Ideas (fr-CA)<\/title>\n<meta name=\"description\" content=\"La g\u00e9n\u00e9ration\u00a0Z entre dans le milieu de travail dans une p\u00e9riode d'incertitude sans pr\u00e9c\u00e9dent. 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