3 Types of Generation Z Workers: White, Blue, and No-Collar Jobs

Jeremy represents a challenge for bosses and parents. He graduated with a perfect 4.0 GPA in high school and headed off to Auburn University to get a college degree. Halfway through his freshman year, he spoke to his parents by phone. They noticed Jeremy seemed melancholy. When they asked him why he was in such a mood, he finally got honest with them. “College is great, but I don’t feel like I belong here,” he said.  

After a lengthy conversation, Jeremy’s dad posed the question, “Well, then, what do you want to do?” Jeremy lit up. “I want to work on cars!” he said. “And maybe one day, run a car repair shop.”  Fortunately, this student had great parents. They immediately enrolled him in a trade school where he could prepare to pursue his dream. 

Years later, Jeremy is flourishing. He not only works on cars but owns his own shop. He’s having the time of his life. This young man has both book smarts and street smarts. 

Different Sub-Groups in This Generation 

For the last twenty years, too many parents assumed the one path to success for their kids was to push them toward a four-year liberal arts degree. And while a college degree does typically lead to higher salaries, this has left millions in unsatisfying jobs. As Generation Z graduates from school, there is a shift toward trade skills. As I survey the data, I see two stark categories of Gen Zers: those who are hungry to earn income and those who don’t want to work at all. Believe it or not, several studies indicate that a notable percentage of Gen Zers are opting out of the workforce entirely, either by becoming NEETs (Not in Education, Employment, or Training) or by living on unemployment benefits. Among those who hunger to earn income, I see three populations who bring different desires and expectations to their jobs. Here is a summary of my findings. 

Generation Z is Split into Three Employee Groups

1. BLUE-COLLAR WORKERS

Today’s data indicates a growing interest among Generation Z in blue-collar jobs, with a significant portion pursuing or working in skilled trades. A survey by Resume Builder found that 42% of Gen Z adults are currently in or pursuing blue-collar or skilled trade roles. This is a trend even among those with bachelor’s degrees, with 37% of degree holders engaging in these fields according to the Resume Builder survey. They are tactile people, kinesthetic learners who flourish through physical activity and hands-on experiences. They know that a college degree cannot promise a job upon graduation, but it will certainly promise a debt. 

2. WHITE-COLLAR WORKERS

While blue-collar roles are on the rise, there remains a high desire among many Gen Zers to graduate from college and land a job that pays very well. Respectable income and stability are among their top desires, but they don’t want money without meaning. Most would like to utilize their computer skills to earn a living yet want to achieve a greater purpose than mere money. Millions want to evaluate and improve things. They say they want flexibility, autonomy and a voice in decisions. They often want to do something that is very important and almost impossible…and in a secure context. It’s why they went to college. 

3. NO-COLLAR WORKERS

This segment of the Gen Z population is a burgeoning subgroup. They have grown up with portable devices and are savvy enough to use them to generate revenue by creating products or services. They’re gig workers. One in eight Gen Zers has monetized social media while in school, and 72 percent of U.S. high school students plan to be an entrepreneur. They’re young professionals who prefer working at home in a t-shirt. They require few accolades from corporate America—just recognition and revenue for their ingenuity. They combine blue and white-collar work, as they create in a no-pretense scenario. 

A Summary of These Three Groups 

At the risk of oversimplifying, I provided three columns below that allow you to place your Gen Z team members in the right role so they can stay and flourish on the job. Inspired by the Bureau of Labor Statistics system, which maps major occupation groups to blue-collar, white-collar, and service work, I curated my research to form the following sub-groups. Like all generations, Gen Z employees have individual personalities, talents and styles. They won’t stay if leaders are unsure how to help them find places where they belong. 

When companies didn’t offer a good reason to stay, Gen Z led the “great resignation” in 2021 and 2022. The Gen Zers in the workplace drove the mass exodus, according to a global study by Adobe. Slightly different than their older Millennial managers, Gen Z is known to prioritize purpose, diversity and inclusion, a desire for continual growth, work-life balance and an entrepreneurial setting. Additionally, Gen Z employees are more vocal about their desire for competitive wages, schedule flexibility and benefits. We must figure out how to lead them. No one knows exactly what the future holds, but we do know one thing: Gen Z will be there. 

These thoughts come from my newest book, The Future Begins with Z: Nine Strategies to Lead Generation Z as They Upset the Workplace. You can pre-order now HERE.