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Young people and companies together to enhance diversity in the workplace of the future.

Shaping the work of the future: new generations lead the way

What future do those who are entering the work’s world today, or those who have just entered it, see before them? The values, projects, fears and desires of the new generations are the material with which we can build a fairer, more dynamic work ecosystem capable of fully enhance all resources. Starting from the extensive Valore D studies on a rapidly changing work’s world, this document “Patto per il futuro” (Deal for the future) gives voice to the point of view of Generation Z to promote concrete actions prospects, and the commitment to an inclusive and enhancing work environment for all generations. Recognizing in the different experiences, skills and perspectives that each generational group brings with it the true wealth of the entrepreneurial fabric of the country.

So who can help us design the future work’s world if not those who will live it? By listening to and valuing the new needs that are changing the work landscape, organizations will be able to keep up with the changes and demonstrate their commitment to an innovative, sustainable and inclusive future of work for the prospects of new generations.

Partner

A word from the organizations that support the Valore D deal for the future of inclusive work:

Young people are our most precious resource. With Valore D, we are committed to making a concrete contribution that restores their hope for the future and supports its realization.

Francesco Baroni
Country Manager
Gi Group Holding

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ManpowerGroup aims to support meaningful and sustainable work, offering training and valuing diversity and talent. Together with Valore D, we want a truly inclusive world of work.

Anna Gionfriddo
CEO
ManpowerGroup

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Equity, transparency and personal development are key to an inclusive company. Randstad promotes a fair and equal opportunity world of work, to overcome cultural gaps and obstacles.

Valentina Sangiorgi
Chief HR Officer
Randstad

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Understanding the new generations is essential for an inclusive and sustainable work environment. Together with Valore D, we value diversity and promote innovation, sharing the same purpose.

Barbara Garofoli
CEO
SGB Humangest Holding

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Understanding the new generations and their relationship with work means building new corporate ethics and values. Umana supports Valore D to find the codes useful for understanding and being understood by the generations.

Maria Raffaella Caprioglio
President
Umana

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We support the project because the future of work is central to our Y7 field: we want to create better and more inclusive places for new generations.

Alberta Pelino
President Young Ambassadors Society and Chair
Y7

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The fundamental principles for the work of the future

The 9 points aim to address all dimensions and declinations of inclusion at work, offering the vision and contribution of the new generations in defining a concrete roadmap to create more equitable and welcoming work environments.

Openness to dialogue and comparison

Listening and meeting. Listening and talking to employees is essential to creating an inclusive and stimulating work environment. Valuing diversity and ensuring the representation of different groups through inclusive policies allows you to gather opinions on the work environment and promote continuous learning.

Enhancing

What do we mean by merit? Education should not be the only measure of ability. Valuing skills and competencies, in addition to academic credentials, allows us to recognize each individual's unique experiences and promote meritocracy.

Participation

Let's look inside first. Adopting participation as a guiding value means creating an inclusive and collaborative work environment, where everyone feels an active part of the collective success. Developing and valorizing talents becomes the engine of the organization because it fuels a culture of continuous learning.

Availability of locations, information, resources and technologies

Equal access to places, information, technology, opportunities: it is fundamental to the well-being and success of teams. This not only improves efficiency, but also strengthens the sense of belonging and equity. Creating opportunities for positive interpersonal relationships helps build an inclusive environment.

Support for skills development

Supporting skills development and making career growth accessible to all: employees’ career aspirations must be shared and supported by the organization. Investing in upskilling and reskilling reduces the risk of skills shortages and strengthens the organization.

Equity and transparency

Create consistent goals and processes for merit-based HR policies and career development: fair access to opportunities and clear policies reduce favoritism and discrimination, increasing employee trust and fostering a positive climate.

Development of individual and collective well-being

Employee well-being goes beyond career success. It is important to promote work-life balance through flexibility, remote work, and autonomy. Policies that facilitate physical, mental, and emotional well-being, recognizing parenting and caregiving burdens, contribute to people's overall well-being.

Respect and protection of individual identities

It is not enough to know about biases to avoid them. It is necessary to promote respect and protection of every identity. Developing skills for equitable career development and training managers and leaders to recognize and counter unconscious biases is essential for an inclusive environment.

Belonging

A strong sense of belonging arises from sharing common values and mutual trust in the team, which is strengthened by creating positive meeting opportunities. This is essential for building effective teams, promoting cooperation that goes beyond processes and procedures, and addressing challenges and uncertainties.

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    Inclusione in pratica

    Quanto sono messe in pratica l'inclusione e il rispetto delle diversità nel tuo posto di lavoro / nel tuo percorso scolastico?

    prosegui
    A che punto siamo?

    Il panorama generale italiano

    Per il 42% degli intervistati sono principi non considerati sui quali si fa poco o niente o sono principi sui quali ci si interroga e si comincia ad agire ma siamo solo all'inizio.

    Solo per una persona su due sono principi già pienamente condivisi e applicati o sono principi già affermati sui quali si sta agendo concretamente ma c'è ancora molto da fare.

    Dai Millennials i giudizi più severi. Senior, profili umanistici e donne denunciano una minor attenzione alle pratiche inclusive.

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    Selezionare almeno una risposta
    Sulla propria pelle

    Ti è mai capitato di vivere in prima persona esperienze di scarsa inclusione e/o mancato rispetto delle diversità nella tua scuola/università/luogo di lavoro?

    prosegui
    Confrontati!

    I risultati delle giovani generazioni

    Al 36% degli intervistati è capitato in prima persona o hanno assistito.

    A scuola o al lavoro meno del 30% ne è immune e non ne ha mai sentito parlare.

    Il 13% ha vissuto esperienze non inclusive sulla propria pelle. Due su cinque le hanno viste con i loro occhi. I giovani sono risultati più vulnerabili degli adulti.

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    Selezionare almeno una risposta
    Il tuo punto per il futuro del lavoro

    E ora se dovessi scrivere tu il decimo punto di questo documento, quale sarebbe?




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    Grazie!

    Thank you for your contribution. We still have a long way to go to reshape the future of work, but with your help we can make a difference: discover the full document!

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    Shaping the work of the future: new generations lead the way

    Download the full document and read all the contents of the deal between companies and new generations for an inclusive and valorizing future of work

    Download here

    Patronage

    Patto per il futuro: facts and figures

    A document that collects GenZ’s point of view for an up to date work environment

    Gen Z people involved
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    Supporting research and scientific tools
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    Partner Employment Agencies
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