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Melissa Hazel Davis, Griesing Law Melissa Hazel Davis, Griesing Law

With the first members of Generation Z (anyone born from 1997 onward) moving into the workforce this year, there will be more generations in the workforce than ever before (five!). Employers—including legal employers—must work to understand generational differences and implement policies and procedures that honor these differences in a way that minimizes conflicts and fosters productivity. Employers must be flexible and willing to adapt in order to attract and retain younger attorneys and employees. However, this issue isn’t only important as it relates to employees but is also relevant to attracting and retaining clients.

According to the Pew Research Center, millennials currently make up the largest portion of the labor force (approximately 56 million workers or 35% of the labor force), having surpassed Generation Xers and Baby Boomers in the last few years. But by next year, members of Gen Z are expected to account for 20% of the workforce. While much has been written about millennials (a diverse, technologically savvy, entrepreneurial generation who values flexibility and work-life balance), Gen Zs remain a mystery to many.

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