Preparing for Generation Alpha

While Generation Alpha share some similarities with Generation Z (born between 1997 and 2012), their outlook, expectations and relationship with work are already diverging. Employers that invest time in understanding this shift will be better placed to attract and retain future finance talent.

Who is Generation Alpha?

Gen A is the first generation to exist entirely in the 21st century, growing up entirely in a digital world. Globally, they are set to become the largest generation and among the most highly educated.

Generation Alpha are expected to be:

• Digitally fluent: This tech-focused generation is predicted to be the most digitally empowered in history. Their screen-time and online presence will likely exceed prior generations, and while this exposure to technology has its benefits, it may also have drawbacks. Reduced attention span and difficulty with social interactions are just two possible struggles we may see.

• Highly educated: Research from McGrindle states the data and information Gen A have access to, along with encouragement from Millennial and Gen X parents, will aid their education. It is predicted one in two Gen A’s will obtain a university degree: providing the majority of this generation with a level of formal education not seen before in history.

• Environmentally conscious: With 87% of 13-15 year olds believing it is up to their generation to stop climate change, e. Environmental concerns will likely be considered a top priority for them, and they will advocate for sustainable practices and solutions within the workplace. 

• Diversity-aware: According to Statista’s 2022 report ‘Generation Alpha, population of the United Kingdom’, this group contains 4.91% more males than females. The Annie E. Casey Foundation also reports Gen A is the first generation in which the white population represents a minority. Growing up in a more inclusive and diverse world, Gen A are expected to value and encourage greater inclusiveness and diversity throughout their careers.
  
   

How Gen A differ from Gen Z 

Research conducted for ICAEW by Cibyl, highlights some interesting insights into this new generation, and the comparison to their predecessor, Gen Z. Emerging research suggests:

• A change in soft skills: Teamwork, resilience, organisation, creativity, entrepreneurship, commercial awareness, and negotiation skills are all on the rise for Gen A. Whereas problem-solving, communication, attention to detail, leadership and self-drive are behaviours better seen in Gen Z. 11% of Gen A’s have also reported a great confidence in their tech ability, a 2% increase from current graduates. This shift in capabilities could help you to bridge current skills gaps.  

• A preference for visual short-form content: While Gen Z has so far been considered a fairly technology -literate generation, we are starting to see where Gen A are utilising technology at a higher level. Now, two in five students are using TikTok for career research, and the platform has increased in usage to 43% among Gen A. While LinkedIn has been a go-to platform for Gen Z, we are seeing it decrease in use by Gen A, sitting at 26%. This suggests Gen A favour a more informal mode of communication which offers fast-paced and easily consumed content. Whereas Gen Z seek a more professional channel for career-based content. The decrease in LinkedIn and increase in TikTok usage was almost synchronised during the two-year pandemic period.  

• Evolving roles in the workplace: McCrindle estimates 65% of Gen A’s will work in a role that does not yet exist. This is primarily due to industries expected to create new fields of work in advanced technology, such as nanotechnology or virtual reality. The future of finance is happening now. By investing in and developing Gen A’s technological skill set early in the pipeline, you can prepare your workforce to thrive in a new world. Workshops, mentoring and systems training can all aid these new starters when they begin to enter the workforce in the future.

• A positive outlook on future career prospects: The topic of education appears to be the largest differentiator between Gen Z and Gen A. Currently only 4% of older Gen A’s are nervous about their career prospects. A large mindset shift from Gen Z, who are hugely concerned with study and career stability. Research suggests that Gen A’s parents are influencing their decisions when it comes to higher education, with 56% pushing for their children to go to university.

• Greater awareness of university compared to apprenticeships: University is over recent years we saw Gen Z begin to favour apprenticeships, with interest jumping by 5%, while a desire to attend university dropped by almost 10%. Schools and early careers groups have begun to level out the information provided for both the university and apprenticeship routes. However, 55% of year 8 to year 13 students are still receiving university-based careers advice and study information, compared to 39% for apprenticeships. While year 8’s and 9’s are still in the decision phase, you can promote an apprenticeship and its benefits through a talent pipeline with local schools. Keep in mind that this focus on achieving a university degree might also affect application volumes or skill sets for apprenticeship roles.  

What this means for employers

Preparing for Generation Alpha does not require a complete reset, but it does require evolution, including:

• How you engage early talent, particularly through digital channels. 
• Building a long-term talent pipeline through schools and outreach.
• Ensuring clear communication of career pathways, including apprenticeships.
• Embedding purpose, sustainability and inclusion into your employer value proposition.
• Supporting development of core professional skills alongside technical training. 

Employers who take a proactive approach – understanding how this group learns, communicates and makes decisions – will be better positioned to attract and develop the next generation of chartered accountants.  

Last updated: July 2026