Harnessing Gen Z Talent for Digital Transformation in Government and Defence

In a world where everything’s going digital, the need for tech-savvy talent in the defence sector and central government is huge. The government’s push to use AI to cut costs and boost efficiency is a big deal. But getting Gen Z, the digital natives, on board is still a challenge.

Research by PA Consulting and McKinsey reveals a significant gap in awareness and interest among those aged 13-27 regarding careers in government and defence. This highlights the need for a strong employee value proposition that speaks to Gen Z.

What Gen Z Wants

The research found four key things that matter to Gen Z:

• Flexibility
• Mental health and wellness
• Ethical practices and value alignment, and
• Variety.

These are crucial for creating roles that attract young talent.

Showcasing Career Variety

Gen Z loves diverse career opportunities and the chance to try different roles. However, almost half of the Gen Z respondents didn’t know about the wide range of roles in government and defence, such as AI specialists, cybersecurity experts, policy advisors, and project managers. Closing this knowledge gap is the first step to attracting young talent. It’s also important to highlight career progression.

Over a third of Gen Z respondents think the sector offers chances to develop a variety of skills and clear career paths. Investing in training programs and promoting these opportunities can make careers in government and defence more appealing.

Highlighting Meaningful Work

Meaningful work is a big motivator for Gen Z. The research found that many respondents believe roles in government and defence make a positive impact on society. However, there’s a need to better communicate how these sectors tackle global challenges and contribute to a safer, more sustainable future. For example, the government’s AI and digital transformation initiatives aren’t just about efficiency; they’re about improving public services and enhancing national security. Sharing success stories and case studies that show the positive impact of these initiatives can help align the sector’s values with those of potential recruits.

Promoting Flexibility and Wellness

Flexibility and a good work-life balance are top priorities for Gen Z. Yet, only a small percentage of respondents felt that the government and defence sectors offer flexible working conditions. There’s a clear opportunity to build more choice and control into these careers, such as remote work options and flexible hours.

Mental health and wellness are equally important. Creating a culture that prioritises mental health and provides a supportive environment can make a big difference in attracting and retaining young talent. This includes fostering psychologically safe workplaces where employees can learn from mistakes and develop the right behaviours.

Implications of Delayed Evolution

If these changes are implemented too late, the consequences could be significant. The government and defence sectors may struggle to attract the necessary talent to drive digital transformation, leading to a lag in technological advancements and efficiency. This could result in higher operational costs and reduced effectiveness in addressing national security and public service challenges.

Moreover, failing to meet Gen Z’s expectations for flexibility, mental health support, and meaningful work could lead to high turnover rates and low employee engagement. This would not only impact productivity but also damage the sectors’ reputation as desirable places to work, making it even harder to attract future talent.

The tech sector has seen similar consequences when changes were implemented too late. For instance, 70% of digital transformation projects fail to meet their goals. Companies like Nokia and Kodak are prime examples of what happens when businesses fail to adapt. Nokia, once a leader in mobile phones, lost its market share because it didn’t keep up with smartphone innovations. Kodak, despite inventing the digital camera, failed to capitalise on it and was left behind as the market shifted to digital photography. Implementing change when it comes to current and future generations is no less critical, so change is paramount.

The Way Forward

Attracting Gen Z talent is crucial for driving digital transformation in government and defence. This requires a strong employee value proposition that increases awareness of opportunities to this market as well as sharing success stories that the positive impact roles in government and defence can bring.

It’s important to emphasise variety, flexibility, and meaningful work with robust training programmes as well as a supportive culture.

The message is clear – move away from traditional hierarchical career paths and embrace dynamic, fluid career journeys. Above all, communicate the breadth and scope of roles available and the real impact these roles have on both a local and global scale.

By implementing these accountability actions with measurable outcomes, we can ensure that the strategies to attract and retain Gen Z talent are effective.

Get in touch

Would you like to chat about this topic further? Don’t hesitate to reach out to Nick Walrond or Mollie Hatton to find out more and continue the conversation.

Nick Walrond – Managing Director – [email protected]

Mollie Hatton – Head of Talent Consulting – [email protected]