A technology company Chief Executive has sparked debate online after explaining why he prefers hiring Gen Z employees, arguing that younger workers tend to be “less biased” and more open-minded in professional environments. His remarks, shared during a recent interview and widely circulated on social media, have resonated amid ongoing discussions about generational differences in the workplace.

According to the CEO, Gen Z professionals — typically defined as those born after the mid-1990s — approach work with fewer preconceived notions shaped by long-standing corporate hierarchies or traditional office politics. He said this allows them to evaluate ideas and colleagues more on merit than on seniority, background or stereotypes, leading to more inclusive decision-making within teams.

The executive also pointed to Gen Z’s exposure to diverse perspectives through digital platforms as a key factor. Growing up in a hyper-connected world, he noted, has made younger employees more comfortable collaborating with people from different cultures, identities and viewpoints. This, he argued, helps reduce unconscious bias in hiring, teamwork and product development.

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However, the CEO acknowledged that hiring Gen Z talent also comes with challenges. Younger employees often have different expectations around work-life balance, flexibility and workplace culture, which can require companies to adapt management styles and policies. He stressed that organisations must invest in mentoring and clear communication to bridge generational gaps.

Industry experts say such views reflect a broader shift in corporate hiring strategies, as companies seek diversity of thought alongside technical skills. Several studies have suggested that diverse and inclusive teams can drive innovation, though they caution against generalising traits to any single generation.

The comments have drawn mixed reactions online, with some praising the emphasis on inclusivity and others warning against framing hiring preferences along generational lines. Still, the discussion underscores how changing workforce demographics are reshaping how leaders think about bias, culture and performance in modern workplaces.

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