Attracting and retaining Gen Z teachers

School leaders looking to attract and retain Generation Z teachers should be responding to their needs, innovating to reduce administrative burden, creating a culture of development, offering collaboration and mentorship opportunities, and embracing their strengths, says a new report.

The report, titled ‘The future of the teaching profession in Aoteaorao New Zealand: attracting, engaging and retaining Gen Z teachers’ was commissioned by the Independent Schools of New Zealand (ISNZ) and produced by McCrindle. 

Read the latest print edition of School News HERE

Generation Z represents a significant pool of the current workforce, making up around a quarter of the working population in Aotearoa New Zealand. This is projected to rise to 33 percent by 2034. The report looks at the strengths of Gen Z and their needs as a workforce in the teaching profession. The hope is that as the education sector responds to the needs of this talent pool, more Generation Z workers will seek teaching as a profession of choice. 

Although the report aims to provide guidance to schools on attracting and retaining Gen Z teachers, it should be noted that the qualitative research draws on a narrow pool of six Generation Z teachers, recruited from diverse schools, and five ISNZ member school principals. 

Regardless, the report outlines some insights into Gen Z’s strengths and expectations of their working life, and notes how schools can begin to respond.  

An attractive workplace 

When considering a new job, Gen Z look for accessible leadership, learning and development opportunities, career progression opportunities, flexibility in working hours and an “inspiring” vision, says the report. Although flexible working hours are difficult in a school environment, it recommends that school leaders look to meet the other expectations of Gen Z staff.  

Additionally, the report suggests innovation to reduce administrative workload and prevent burnout. Suggestions include automating repetitive tasks and making reporting more efficient.  

Learning and development is also an important part of a positive school staff culture, and besides offering opportunities for growth, Gen Z teachers may also be utilised by creating intergenerational teaching partner- and mentorships.  

Gen Z teachers: Strengths and challenges 

The report found that Gen Z teachers have many strengths such as social passions and an understanding of the student cohort due to closer proximity of age. They are also more innovative in the classroom and are tech-savvy and adaptable.  

However, Gen Z also brings different expectations to the teaching profession such as workplace flexibility and strong work-life boundaries, which school leaders identify as a barrier for education to attracting and retaining Gen Z staff. 

It finds that because of the teaching profession’s lack of flexibility, other sectors are becoming more appealing to the Gen Z talent pool. Other factors like low pay also mean it is difficult to retain young teachers. 

Responsive school leadership  

Generation Z teachers interviewed for the report highlight the importance of collaboration. School leaders have responded by implementing flat management structures, sharing responsibility equally across many staff. This approach also improves interaction between staff, creating a positive environment.  

School leaders interviewed by McCrindle also note that effective training and feedback both utilises Gen Z’s drive for learning and improvement and makes the workplace more attractive. Strong induction processes are essential for young teachers. Programmes such as mentorships have been effective for instilling confidence in young teachers. 

Additionally, ensuring there is a clear leadership pathway for Gen Z teachers is crucial as many expressed disinterest in progressing to senior roles due to a perceived disconnection to the classroom and administrative burden.  

This ensures that wellbeing is prioritised among the workforce, making it more likely that Generation Z staff will view their workplace positively.  

The full report can be found here.