Nonprofits Are Messy Podcast

Ep 217: Why We Must Reframe The Narrative Around Gen Z

by Joan Garry

Bianca Anderson and Lamisa Mustafa join me in a conversation about shifting the stereotypes and misconceptions about Gen Z. Whether you’re grappling with workforce challenges or striving to lead inclusively, this episode will equip you with insights and tools to turn generational differences into an asset.

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A 2024 study found that other generational groups see Gen Zs as “less capable, more opinionated, entitled, and more selfish than other generations”. 

Is the problem truly about their entitlement and idealism—or are we missing a bigger picture? Spoiler alert: It’s the latter. 

Today, we confront the biases around Gen Z and examine the opportunities to integrate the unique perspectives of this generation to improve nonprofit leadership. Learn from two incredible guests—Lamisa Mustafa and Bianca Anderson—and explore how nonprofit leaders can cultivate belonging across generations.

Why does this matter? Nonprofits are grappling with workforce shortages, recruitment challenges, and cultural disconnects. By 2030, Gen Z will make up 30% of the workforce. Yet, I often hear nonprofit leaders complain about “entitled” Gen Z employees while paradoxically striving for inclusive workplaces. There is a huge opportunity to support and prepare Gen Z leaders to take the helm. 

If we don’t address generational bias, we risk undermining the very inclusivity we champion because inclusive DEI should call Gen Z in.

This episode challenges stereotypes and shifts the focus from “fixing” Gen Z to creating workplaces where everyone belongs. Whether you’re grappling with workforce challenges or striving to lead inclusively, get insights and tools to turn generational tension into an asset.

TUNE IN TO LEARN:

  • Generational Diversity as DEI: Nonprofits excel at embracing the diversity of race, gender, and ability but often exclude age from the conversation. This oversight limits growth, innovation, and cohesion.
  • Workforce Sustainability: With 3 in 4 nonprofits reporting job vacancies, we can’t afford to alienate an entire generation that values purpose and impact, values that nonprofits pioneer.
  • Culture of Belonging: To thrive, nonprofits must debunk the idea that employees must be a “culture fit” and embrace them as a “culture add” that includes diverse perspectives, including those shaped by Gen Z’s digital nativity, socio-political consciousness, and their lived experience.
  • Gen Z’s Values Challenge Traditional Leadership Models: Gen Z expects DEI to include age and demands workplaces align actions with values. They prioritize well-being, flexibility, and meaningful impact. Leaders must shift from a hierarchical mindset to collaborative decision-making.
  • Feedback is King: Gen Z thrives on immediate, constructive feedback. Long loops of bureaucracy alienate them. But here’s the kicker: this approach benefits everyone.
  • Mentorship and Collaboration Matter: Gen Z seeks mentorship and learning opportunities but often feels unsupported in workplaces that don’t foster intentional development paths.
  • Psychological Safety is Non-Negotiable: A culture where employees—especially younger ones—fear repercussions for voicing concerns will fail to retain talent. Leaders must create safe spaces for dissent and innovation.
  • Redefine Leadership Pathways: Create opportunities for emerging leaders to participate in decision-making. Reimagine what “qualified” means and lean into the strengths of lived experience.
  • Invest in Inclusion Beyond Rhetoric: Move from DEI as a “checkbox” to actionable practices that address age alongside other forms of diversity. Acknowledge the intersectionality of age with race, gender, and socio-economic background.

KEY QUOTES:

  1. “How is it that we are missing age as a core component of diversity and engaging in biases that we would never tolerate for race, gender, or ability?” (Joan Garry) 
  2. “Gen Z is calling us in to be who we say we are as values-driven organizations. They offer hope and demand we align our actions with our mission.” (Bianca Anderson)
  3. “We need workplaces where we are seen as human beings, where feedback loops are closed, and where we can thrive without sacrificing well-being.” (Lamisa Mustafa)
  4. “If you bucket Gen Z in a pejorative way, shame on you. Their lived experiences and perspectives are assets—period.” (Joan Garry)

ABOUT GUESTS:

Bianca Anderson, Nonprofit Executive, Co-CEO

Bianca Casanova Anderson, educator, nonprofit leader, and social justice practitioner, with expertise in interpersonal communication, racial equity facilitation, and human development. As an educator for almost a decade, Ms. Anderson found her passion for human-centered change in the classroom. She built a unique background by cultivating inclusive learning environments that center relationships, uplift marginalized voices, and disrupt racism. As the founding Director for the Dallas-Fort Worth site of the Center for Racial Justice in Education, she trained and advised over 3,000 community leaders and educators around the nation in effective racial equity policies, practices, and procedures. In 2021, Bianca was promoted to Co-CEO, where she supports nonprofit organizations and foundations by leading a portfolio of training programs and services that center race equity and leadership development.

Lamisa Mustafa, A Master of Public Policy (MPP) student at UC Berkeley

The daughter of Bangladeshi-Muslim immigrants, Lamisa Mustafa is an education justice advocate specializing in community organizing, social science research, and strategic consulting. She has collaborated with organizations from myriad sectors – from government agencies and statewide advocacy campaigns to nonprofits and universities – to advance belonging for historically marginalized groups. She holds a Bachelor of Arts (BA) in Human Rights & Public Policy and a Bachelor of Science (BS) in Sociology from Southern Methodist University. 

Lamisa’s experience includes: identifying best practices for collecting race/ethnicity data for the State of California; supporting nationwide LGBTQ+ inclusion initiatives in early and elementary education with the Human Rights Campaign; and leading a North Texas case study about college access among underrepresented high school students. 

A Master of Public Policy (MPP) student at UC Berkeley, Lamisa is passionate about transforming the US education system – from cradle to career – through community-powered social change. As a Race and Equity Fellow for the City of Oakland Head Start Program, Lamisa is putting her Transdisciplinary Early Learning Science & Child Policy Certificate studies into practice. She works with program and community stakeholders to help ensure equitable access, experiences, and outcomes for all children and families served by the City of Oakland Head Start. 

RESOURCES:

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