A Closer Look at Generation Z in the Legal Workforce

Generation Z members were born between 1997 and 2012. Older Gen Z individuals are entering the workforce in numbers, including the legal industry.
How are they performing? What challenges do they face? We are hearing some anecdotal evidence.
Gen Z in Professional Settings
The results of a recent survey by the website Intelligent.com show that some of this cohort's early workplace experiences are less than encouraging.
According to the study, a staggering 60% of employers who took part reported having to end the employment of Gen Z employees just months after hiring them.
One study is not exhaustive, of course, and Gen Z has an array of experiences and beliefs, as does any generation. But are there broad cultural differences that are affecting workplace performance?
What Gen Z Says It Wants
According to a recent Deloitte survey, Gen Z employees prioritize flexibility and work-life balance more than generations before them.
Many Gen Zers prefer roles that allow them to have personal time, mental health support and opportunities for travel and working from locations other than enclosed offices.
In the legal industry, where long hours have always been expected, a cultural clash could cause some people quit their jobs or be terminated shortly after starting.
Rapid Technological Advancement
In addition, Gen Z employees are digital natives accustomed to using and, in some cases, relying on advanced technology, some of which law firms are only now implementing. Firms that lag in adopting these technologies, such as AI, risk losing out on attracting this talent.
Student Loan Crisis
Many Gen Z lawyers grapple with significant student loan debt, creating an urgency for high-paying positions.
Recent law school grads who would prefer jobs in the public interest sector, for example, may choose a higher-paying opportunity to keep up with debt payments.
This financial pressure often leads to anxiety and dissatisfaction if firms or companies fail to provide competitive compensation.
Cultural Values
Generation Z individuals seek workplaces that align with their values, such as flexible work options and diversity and inclusion.
They are less impressed with prestige or financial incentives (outside of paying for student loans and necessities) and prioritize a healthy and modern workplace culture, including ethical practices.
Employers' Views
Conversely, some employers are unhappy with Gen Zers as they graduate from law schools and enter the workforce.
When asked in the Intelligent survey, managers expressed that Gen Z employees appear ill-equipped to face the demands of employment and cited specific issues such as an inability to manage workloads and a lack of professionalism.
Ninety percent of employers surveyed believe Gen Z individuals would benefit from training in workplace etiquette.
Not a New Story
As the oldest members of Generation Z graduate from law schools around the country and enter the legal profession, questions remain about graduates’ readiness to begin working, particularly for an industry such as law, where the hours are long, and the pace of work can be intense.
Of course, generational differences in work styles and ethics have long been a source of discussion and debate. While Gen Zers may be unique, the current discussion isn't.
Still, there could be some fundamental cultural differences between generations. For now, it seems like employers and newly hired Gen Z graduates may experience some growing pains, as Gen Zers may feel overwhelmed by the amount of work and the demands of professional settings.
Related Resources
- Six-Figure Salaries or Six-Figure Debt? New Data Questions if Law School is Worth It (FindLaw's Practice of Law)
- Does Law School Do Enough to Prepare New Associates? (FindLaw's Practice of Law)
- How Young Lawyers Feel About Astronomical Student Debt (Spoiler Alert: Not Good) (FindLaw's Practice of Law)