Fostering community and support for Gen Z
June 23, 2023
Solutions
Helping people
Listening to concerns, acting with empathy, setting expectations and assisting at every turn.
Restoring property
Providing high-level care in all areas, from complex losses to everyday commercial and residential claims.
Preserving brands
Responding quickly to unexpected market events, managing risks and minimizing impact.
Empowering performance
Delivering technology-enabled solutions, keeping people first and fulfilling our commitment to care.
News + media
Catch up on the latest developments and insights from our global experts and growing operations.
Sedgwick’s thought leadership key trends for 2024
June 23, 2023
June 1, 2023
April 28, 2022
By Michelle Hay, global chief people officer, Mara Petrovsky, SVP colleague experience and Josh Smith, head of global talent management
Among the most talked-about topics in human resources today is the “war for talent.”
Organizations in every sector are struggling to attract and retain employees for critical positions as they feverishly plan for operating in a post-COVID world.
From an employer perspective, the talent landscape is more competitive and complex than ever before. A number of interrelated factors — some, but not all, of which were brought on or intensified by the pandemic — have created a perfect storm for those looking to hire. To name just a few:
Many employers are banking on Gen Z — those born between 1997 and 2012 and the latest generation to enter the workforce — as the answer to their talent challenges. However, the ability to attract and retain Gen Z workers is not a foregone conclusion. With the job market currently favoring the employee, organizations need to be savvy and intentional in their efforts to secure Gen Z talent and stand out from the competition.
What is Gen Z looking for?
Research consistently shows that members of Gen Z want more than “just a job.” Understanding what makes these younger workers tick is critical to attracting and retaining them.
A prime opportunity for our industry
Even before the upheaval of the pandemic and the so-called “Great Resignation,” the insurance and claims industry faced a looming talent crisis. With an aging employee demographic heading toward retirement, a spike in catastrophic events like natural disasters and increasing demand for specialized claim investigations and other services, insurers and industry providers must do more to promote our exciting and enriching career paths and to attract Gen Zers to our many available job opportunities.
The good news is there’s no real barrier preventing insurance industry organizations from fulfilling all of the Gen Z expectations listed above. As an example, we at Sedgwick are driven by our caring counts philosophy to provide a world-class colleague experience centered on connectedness, well-being and growth. These three pillars are at the core of our attraction and retention efforts, particularly among the Gen Z population. Companies that commit themselves to offering a strong employee experience and telling their stories in ways that effectively reach younger candidates have every reason to succeed at attracting members of Gen Z to their workforce.
To learn more about Sedgwick, our caring counts approach and our available career opportunities, visit www.sedgwick.com/careers.