BCW Panel Highlights How Gen Z Seeks Flexibility, Impact in Evolving Workplace

Forget corner offices and 9-to-9 grinds; the workforce of the future prioritizes a purpose-driven, flexible culture, according to a panel of young professionals at the Business Council of Westchester’s (BCW) recent Tompkins Community Bank Power Breakfast.

Perspectives That Power Progress—The Workforce of the Future: Leading, Learning & Leveling Up brought together Gen Z employees and seasoned executives on September 30 for candid conversations on managing, retaining, and engaging a multi-generational workforce. The second in a series of public discussions about the workforce of the future, the morning featured two panel discussions at the Westchester Marriott that revealed how people born between 1997 and 2012 are redefining concepts of loyalty, leadership, and professionalism.

“These future-focused panel discussions explored the evolving landscape of the workforce through both the lens of emerging and established perspectives,” said panel moderator Amanda DePalma, the BCW’s Senior Vice President of Events & Development. “We brought together members of Gen Z leaders who are redefining workplace culture, and seasoned employers managing talent across multiple generations.”

The panelists on How Gen Z is Redefining Careers & Company Culture were Derick Ansah, Assistant Vice President, Wealth Advisor, Tompkins Community Bank; Imani Dawkins, Director of Business Development, Dawkins Development Group Inc.; William Giangrande, Founder, The NextGen Playbook; Anna Kalisvaart, Instructor in Neuroscience, Burke Neurological, Institute Academic Affiliate, Weill Cornell Medicine; Amy Rivera, Communications Director, Nonprofit Westchester; Katie Tyler, Vice President, Strategy & Operations, Prima Health; and Danielle Vasquez, Manager, Retail Recovery, Feeding Westchester.

The panelists on The Future is Now: Collaboration Across Generations & Building Teams That Thrive were Paul L. Daniele, Vice President, Arcadis; Joseph DiPalma, Attorney at Law, Jackson Lewis; Sarah Jones-Maturo, President, RM Friedland; Marysa Mitch Chiu, Executive Director of Culture & Inclusion, Regeneron; Serina Pak, Senior Vice President of Talent and Rewards, Danone North America; and Dianna Willis, Associate Director, Burke Neurological Institute.

Gen Z Seeks Work-Life Harmony

The first panel, focused on how Gen Z is redefining careers and culture, emphasized that traditional job loyalty is rapidly eroding in favor of flexibility and meaningful impact.

However, the desire for flexibility does not equate to working less. Giangrande clarified that for entrepreneurs and side-hustlers, flexibility means maximizing efficiency. He proposed allowing employees to set schedules that work for them—for instance, working from 8 a.m. to 12 p.m., taking a break to refresh, and returning from 3 p.m. to 8 p.m.

The Gen Z panelists were united in their pursuit of tangible achievements by the end of their careers.

“I want to be results driven… at the end of the day, even as Gen Z, results matter, and that’s where our companies find the most value in us,” said Ansah.

Social Impact Is Also a Career Goal

“I want to be able to go through each part of my career and say, what impact have I had on the people that I worked with and on the people that received our services?” said Rivera. “At the end of the day, no one’s going to know what title you had or what job you had. They’re just going to know how you made them feel.”

Building Bridges: Leaders Focus on Intentional Culture and Real-Time Feedback

The second panel, comprising established leaders, explored how organizations can adapt to these new expectations by creating positive cultures, streamlining communication, and managing generational tensions.

The biggest challenge in a multi-generational office, according to Jones-Maturo, is expectation setting. She noted a “disconnect” where older employees, who remember a time when work ethic equaled 12 hours a day, five days a week, clash with younger workers who don’t connect their work ethic to time in office.

DiPalma noted that prospective young attorneys prioritize questions about work-from-home policy and resource groups over the trajectory toward partnership, a key focus for previous generations.

Intentional Culture and New Management Styles

To create a “future-proof” environment, leaders must be intentional about the culture they build. Mitch Chiu defined intentional culture as actively shaping the workplace to attract top talent.

A successful management approach must also embrace constant feedback. Willis stated that the old mentality of “no news is good news” is outdated. She championed real-time feedback as a benefit to both the employee and the manager, as it allows for immediate pivoting and leads to a more productive team with less frustration.

Pak said organizational purpose can drive culture. Danone’s healthy-living mission naturally attracts purpose-driven employees, particularly Gen Z. The company supports its diverse workforce with benefits like a robust parental bonding leave, fertility initiatives, and support for neurodivergent needs, continually using engagement surveys to ensure every voice counts.

When asked what will matter most at the end of their careers, the leaders’ responses mirrored the younger generation’s focus on people. They prioritized treating people fairly, empathy, impact, mentoring, and offering their staffs opportunities for success.

Stay tuned for the next installment of the Workforce of the Future series with the release of an Oct. 7 podcast entitled Leadership Unleashed-Workforce of the Future: Leading, Learning, and Leveling Up with Valerie M. Grubb, CSP— Keynote Speaker, Executive Coach, and People Development Leader.