Beyond the Skills Gap: It’s Time to Prepare Young People for Life, Not Just Exams
A response to Alex Mahon’s insights on rethinking the workplace for Gen Z – People
Management.
Alex Mahon’s recent analysis in People Management (late August 2024) offered valuable insights
into Gen Z’s unique characteristics as digital natives who “defies easy pigeonholing” and the
challenges they face entering today’s workplace. However, while Mahon correctly identifies that
Gen Z workers struggle with essential workplace diplomacy and “haven’t got the skills to debate
things”, we must move beyond simply acknowledging these gaps to fundamentally rethinking
how we prepare young people for professional life.
The statistics paint a sobering picture: nearly 60% of employers believe recent college graduates
are unprepared for the workforce, with close to 40% intentionally avoiding hiring Gen Z
graduates. More telling still, 40% of Gen Z workers themselves admit there’s a huge gap
between the soft skills they need for entry-level jobs and what they actually possess.
The Real Challenge: A System That Stops at the Classroom Door
When are we going to accept that learning doesn’t stop at the classroom door and that we are
all responsible for preparing young people for the world of work? The current education-toemployment pipeline is fundamentally broken, treating workplace readiness as someone else’s
responsibility rather than a collective obligation.
While 7 in 10 Gen Z students and recent graduates feel they are prepared for work, networking
remains their biggest perceived skills gap. This disconnect reveals a critical truth: we’re
measuring preparation by academic achievement rather than real-world readiness. Many Gen Z
individuals acknowledge their lack of interpersonal communication skills needed in the
workplace, with 65% saying they struggle to make conversation with colleagues.
The pandemic has undoubtedly exacerbated these challenges. Research shows that 9 in 10 Gen
Z workers experience social discomfort at work, with more than half feeling it at least half the
time. But we cannot simply blame external circumstances when the underlying issue runs much
deeper.
Beyond Technical Skills: The Human Elements That Matter
This isn’t just about technical competencies or even traditional soft skills. It’s about
independence thinking, behavioural insight, personal responsibility, self-awareness, financial
awareness and understanding how to operate within a professional environment. More than
eight in 10 Gen Z workers (86%) believe soft skills like communication, leadership, empathy, and
networking are somewhat or highly required – they know what they need, but our systems
aren’t delivering it.
The evidence is clear: communication appears in 110 million job listings, while technical skills like
data analysis appear in only 9 million. Yet our educational institutions continue to prioritise
academic achievement over workplace readiness, creating what researchers describe as a result
of “STEM-focused curricula that came at the expense of learning rooted in liberal arts”.
A Collective Responsibility
What if we reimagined how we prepare young people to take on responsibility, to step into new
roles, and to grow into their working lives with confidence and purpose? What if they were
equipped not just with qualifications, but with the skills and mindset to make the most of the
opportunities ahead of them?
Deloitte’s 2025 research shows that 86% of Gen Z workers emphasise the need for mentorship
and guidance, while 88% highlight the importance of on-the-job learning and practical
experience. They’re telling us exactly what they need – meaningful support during the critical
transition from education to employment.
We all have a role to play – educators, employers, families, mentors. Preparing the next
generation isn’t someone else’s job. It’s all of ours.
Educators must recognise that their responsibility extends beyond curriculum delivery to
developing young people’s professional capabilities and workplace confidence.
Employers need to move beyond criticism to active partnership, creating apprenticeships,
mentoring programmes, and genuine development opportunities rather than expecting work ready graduates to materialise without investment. Families and communities must support young people in developing independence, resilience, and real-world experience before they enter professional environments.
Mentors and professionals across all sectors should actively engage in sharing knowledge,
providing guidance, and offering the kind of authentic workplace exposure that builds genuine
competence.
The Work Ready Collective: A New Approach
At the Work Ready Collective, we’re challenging the status quo and working to help young
people not just understand what the world of work demands but preparing them in a meaningful
way for what lies ahead. Our approach recognises that workplace readiness isn’t a box to tick at
graduation – it’s an ongoing development process that requires intentional support, practical
experience, and genuine investment from all stakeholders. (Website coming soon.)
Research shows that companies prioritising soft skills development can increase employee
engagement from 64% to 79% within six months. When we invest properly in young people’s
development, everyone benefits.
Time for Change
The evidence is overwhelming: nearly one in four executives say they wouldn’t hire today’s
entry-level employees, while 48% of Gen Z workers don’t feel financially secure and struggle to
find meaningful work that meets their expectations.
As one survey respondent noted: “I think people are attributing lack of experience to a
generational issue. When I was the younger generation in the workplace, I also lacked these
skills. No one comes with all of them ready, it takes some time, and it takes patience from older
generations to teach.”
It’s time to stop preparing young people just for exams – and start preparing them for life. The
workplace isn’t just changing for Gen Z; it’s changing because of them. As Mahon notes, Gen Z
are “brilliant and vibrant, bubbling with ideas and optimism” but require “purpose and stability
during an unsettled economic landscape”.
The question isn’t whether Gen Z is ready for the workplace – it’s whether we’re ready to meet
them where they are and provide the comprehensive support they need to thrive. The future of
work depends on it.
—
Ready to join the movement to prepare young people for life, not just exams? For
more information about the Work Ready Collective and how you can get involved,
email: lou@lourobey.com or clairepreston45@gmail.com
Lou Robey and Claire Preston are co-founders of the Work Ready Collective, an initiative
dedicated to bridging the gap between education and employment through practical workplace
preparation and stakeholder collaboration.
They are both award-winning leaders, changemakers, and passionate advocates for unlocking
human potential. With over 70 years’ experience each across education, business, media, and
the charitable sector between them, they are united by a mission to help people find their voice,
build confidence and lead with purpose.
Lou is a creative thought leader and keynote speaker known for turning bold ideas into lasting
change. A proud neurodivergent mum and founder of Voice4Impact, she not only brings a
unique lens to leadership, accessibility, and the future of work but also champions the power of
diverse thinking in education and workplaces. Drawing on her own journey and as the mother of
a neurodivergent daughter she beats the drum for inclusion, showing how embracing different
minds and approaches can unlock innovation and impact. Through storytelling, strategy, and
creativity, she inspires individuals and organisations globally.
Claire is a dynamic business leader, coach, and mentor whose work spans education, public
service, and social impact. She is recognised for her strategic vision, empathy, and ability to
bring people together to drive meaningful change. Through various initiatives and charities,
Claire empowers people of all ages to overcome barriers, grow with confidence, and shape the
future they want. A trusted advisor and passionate advocate for equity and opportunity, she
champions the potential in others to overcome barriers and creates environments where people
can thrive.
, Lou and Claire bring lived experience, sharp insight, and a deep commitment to
equity, creativity, and transformation — equipping the next generation of leaders to thrive in a
rapidly changing world.
Sources of their article:
1. Intelligent.com survey of 800 employers, 2024 – Education Week
2. General Assembly report, 2024 – Fortune
3. Bright Network survey of 14,000 Gen Z students and graduates – WorkLife
4. Harris Poll – British Council
5. Kahoot survey of 1,015 Gen Z workers – WorkLife
6. Deloitte Global Gen Z and Millennial Survey 2025 – Deloitte Insights
7. Pearson workplace education platform study, 2024 – Fortune
8. Infinitus Learning research – WorkLife
9. Deloitte Global Gen Z and Millennial Survey 2025 – Deloitte Insights
10. Storyby research – WorkLife
11. General Assembly report, 2024 – Fortune
12. Deloitte Global Gen Z and Millennial Survey 2025 – Deloitte Insights
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