Reframing readiness: Empowering Gen Z for the future of work and risk

Think back to your early career – your first job, your first boss, your first big mistake.
Did you ever feel misunderstood? Did you ever look at the generation ahead of you and think, “They just don’t get it”?

Every generation has faced this disconnect.
From the Elvis-loving teens of the 1950s to the idealists of the ’60s, the ambitious yuppies of the ’80s, and the so-called “entitled” millennials – each has been labeled, often unfairly. Today, Gen Z is no exception.

But these labels don’t tell the full story. In fact, they often say more about our discomfort with change than about the capabilities of the next generation.

At Sedgwick, we know it’s time to shift the narrative – and leadership approach – to better understand and empower Gen Z as they step into the workforce and the evolving world of risk.

A different kind of readiness

Born between the late 1990s and early 2010s, Gen Z has grown up in a world defined by rapid change, digital transformation, and global complexity. They bring with them:

• Agility and adaptability
• Digital fluency
• A strong sense of purpose and values
• A deep commitment to inclusion and well-being

They don’t just want a job – they want to make an impact. They ask “why” before they act. They expect transparency, access, and authenticity. This isn’t resistance. It’s readiness – just in a new form.

What the risk landscape demands

The world of risk is evolving faster than ever. From cyber threats and climate change to misinformation and AI ethics, today’s challenges require a new kind of thinking – one that is fast, flexible, and deeply human.

Gen Z is uniquely equipped for this environment. Their comfort with ambiguity, global awareness, and instinct for digital patterns make them invaluable contributors to modern risk management. For example, there may be no better colleague to spot a brand risk on social media than a Gen Z team member.

How we can lead differently

To unlock Gen Z’s full potential, we need to evolve how we lead. Here are five key shifts to embrace:

1. From telling to asking

Command-and-control leadership is out. Coaching, curiosity, and collaboration are in. It’s all about creating space for dialogue and empowering Gen Z to contribute ideas and solutions.

2. From silence to continuous feedback

“No news is good news” doesn’t apply anymore. Gen Z thrives on regular, meaningful feedback – and they’re eager to give it, too.

3. From “this is how it’s always been” to “let’s rethink this”

Encourage questions, challenge assumptions, and celebrate innovation. Legacy wisdom still matters – but translate it into relevance, not rigidity.

4. From skills-only to values-driven development

Technical skills are essential, but so are empathy, inclusion, and purpose. We need to help Gen Z grow as professionals and as people.

5. From hierarchies to access

Break down silos and expand access to leadership, mentorship, and cross-functional experiences. Gen Z wants to see the big picture – and we need to make sure they can.

Upskilling for the Future

To prepare Gen Z for leadership in risk and beyond, at Sedgwick we’re focused on:

• Providing real-world challenges with coaching and support
• Teaching scenario thinking through stories and simulations
• Cross-training across teams to build systems thinking
• Co-creating solutions to foster ownership and engagement

A call to action for leaders

Instead of trying to remake the next generation in our image, let’s help them rise in their own – with the tools, trust, and space to lead in ways that are authentic to them.

Because the future of our industry – and the future of risk – depends on how well we empower the next generation today.

At Sedgwick, we’re committed to leading with empathy, developing talent with intention, and shaping a future where every generation can thrive – together.