Support for financial wellbeing is building equity in the workplace for Gen Z, explains Karen Handley, Head of Future Careers at Virgin Media O2.
With four generations now in the workplace - from Boomers to Gen Z and Gen Alpha soon to come - building inclusive, intergenerational strategies to support each demographic and their individual needs is more important than ever.
Each brings different experiences, challenges and expectations. As Bobby Duffy outlines in Does When You’re Born Shape Who You Are?, our attitudes and behaviours are shaped not only by the era we’re born into, but by the events we live through and where we are in life.
This has never felt more relevant than when supporting Gen Z and Gen Alpha - especially as they enter the workforce during a time of economic uncertainty, career ambiguity, and widening inequality.
A recent careers report by Springpod and Amberjack highlights what many of us see every day: Gen Z in particular is feeling the weight of financial pressures, the stress of navigating career options, and an absence of guidance.
I can relate. As a Gen Xer, I remember facing many of these same worries but today, the stakes feel higher and the systems more complex. That’s why at Virgin Media O2, we’re taking proactive steps to meet these needs head-on.
Salary transparency and financial wellbeing
One of the biggest areas of focus for us is financial wellbeing. For Gen Z, money isn’t a taboo subject - it’s a vital one. That starts with salary transparency.
We’re upfront about what we pay, right from the start of the recruitment process. Because let’s face it, who doesn’t want to know the salary of the role they’re applying for? You want to know if it’s in line with your expectations and therefore a valuable use of your time to apply.
Once they’re on programme, we continue this support in practical ways:
- We explain what ‘smart casual’ really means through pictures (because vague dress codes are stressful!)
- We talk through pay, expenses and benefits in week one
- We recognise that not everyone has someone to guide them on pensions and long-term financial planning
So, we turned to the experts - our future careers committee - to co-create a Reward and Benefits Toolkit, written by Gen Z, for Gen Z.
Embedding equity into early careers
Our future careers strategy is built with equity at its core. We’ve created a vibrant early careers community of around 350 apprentices, interns, and graduates - many of whom identify as Gen Z. But it’s not just about offering opportunities, it’s about shaping solutions with the people who will benefit from them in mind.
That’s why back in 2016, I set up a Future Careers Committee with the help of Dan, a people graduate on placement with me. From day one, it was about co-creation. These early talent voices are my customers too, and just like our consumer-facing teams, we hold ourselves accountable to delivering a brilliant experience.
Levelling the playing field
At Virgin Media O2, we’re committed to supporting potential and levelling the playing field. Financial wellbeing isn’t a ‘nice-to-have’; it’s a core part of building equity and ensuring everyone, no matter their background, can thrive in their first role and beyond.