亚太区银行如何吸引Z世代成为未来银行界领袖？

亞太區銀行如何吸引Z世代成為未來銀行界領袖? To draw and retain Generation Z (Gen Z)talent keen on careers in banking, Asia-Pacific (APAC) and Hong Kong banks mustfocus on workforce transformation themesthat matter deeply to them. Attracting thiscohort requires incumbents to implementa diverse, equitable and inclusive (DE&I)culture and elevate their workforcetechnologies to maximise appeal, or else risklosing new talent to other industry sectors. 為吸引和留住Z世代人才在銀行界發展，亞太區和香港銀行必須聚焦這一代人十分重視的人才轉型發展議題。要吸引這類人才，銀行必須建立多元平等共融的文化，提升辦公室科技，以增加吸引力，否則新一代人才便會流向其他行業。 在上世紀90年代後期至20世紀首十年出生的Z世代，是當前企業僱主大力爭取的人才來源。銀行業是有力推動社會向上發展的力量，對於Z世代來說，應很有吸引力。這一世代熟悉科技、透過數碼網絡連繫世界、熱衷社交活動，現正踏入成年階段，開始進入勞動力市場。到2025年，Z世代將佔亞太區工作人口的27%，自然是未來銀行界人才的來源。然而，他們早期選擇職業的決定，很容易受到具爭議性的銀行界新聞和近期銀行倒閉的負面消息左右，進而影響Z世代是否投身銀行業，同時，冒起中的非傳統、初創企業，也是對Z世代有吸引力的選擇。 The banking sector is a force for good in societyand should have plenty of genuine appeal to theGen Z cohort, the next generation of hires now inthe spotlight of potential employers. Born between thelate 1990s and the first decade of the 2000s, digitallyconnected, tech-savvy and socially engaged, individuals ofthis generation are entering adulthood and streaming intothe labour market. Comprising 27% of APAC’s workforce by2025, Gen Z is the natural source for future banking talent.However, their early-stage career decisions could easily beside-tracked by distractions stemming from contentiousbanking headlines and recent failures, or swayed by the lureof non-traditional competitors. 調整企業價值觀以增加對Z世代的吸引力 Realign value propositions to boost appeal toGen Z For banks to attract future generations, they must swiftlyreposition their narratives to focus on key workforcetransformation themes that matter to Gen Z. For example,by implementing a more DE&I focused agenda. Gen Z isthe most diverse generation to date, characterised byhigh levels of activism for social justice, ethical, racial andcultural, and gender issues. As such, this generation feelsthat homogeneity in their workplace only serves to stifleinnovation and creativity. This is also the “we, not me”generation with individuals favouring inclusive organisationsand preferring not to work for, or engage with, financialinstitutions (FIs) that don’t respect diversity or reflect theirown or others’ unique identities. 銀行要吸引新一代人才，就必須迅速調整企業價值論述，聚焦Z世代十分重視的人才轉型發展議題，例如建立更重視多元化、平等、共融的企業文化。Z世代是至今為止最多元的一代，積極支持社會平等，關注道德、種族、文化和性別議題；這一代人認為欠缺多元性的職場環境會窒礙創新和創意。這也是「我們，不是我」（we,not me）的一代；他們喜歡倡導共融文化的機構，不願意在不尊重多元或不反映自己或他人獨特身分的金融機構工作，也不願意與這些金融機構打交道。 可惜的是，大部分機構仍在經歷漫長的轉變過程，逐漸建立和培育多元平等共融的工作環境。據世界經濟論壇《2023年性別差距報告》，在經濟參與和機會方面，2023年的環球性別平等狀況，較前一年只輕微上升了0.3個百分點。更令人關注的是，亞太區的狀況不僅在過去十年停滯不前，在2023年甚至下跌了1.6個百分點。 Unfortunately, most organisations are still on a lengthyjourney to build and cultivate a culture of DE&I within theirworkplaces. For instance, global gender parity in economicparticipation and opportunity only narrowed by a minuscule0.3 percentage points year-on-year in 2023 according to theWorld Economic ForumGlobal Gender Gap Report 2023. Moreconcerning, this has not only stagnated in APAC for overa decade, but registered a 1.6 percentage point decline in2023. 如要扭轉性別平等下降趨勢，企業可以採用更共融的招聘模式、持續提升女性技能，並為女性提供就業機會，尤其是在科學、技術、工程與數學這些增長迅速而又薪酬較高的範疇。要做到性別多元，亞太區銀行必須採取更多措施，為女性提供平等機會發展金融服務事業，以提升他們的經濟安全。 Among others, course correction calls for more inclusivehiring practices, continual upskilling, and the provisionof career opportunities for women — particularly in thefast-growing, higher remunerating disciplines in science,technology, engineering and mathematics (STEM).Committing to gender diversity means that APAC banks needto be doing more to support women’s equal opportunitiesto pursue and thrive in financial services careers that couldenhance their economic security. 亞太區是世界上最多元的地區之一。為協助企業領袖了解這地區僱員歸屬感的情況，安永團隊進行了整個區域的歸屬感狀況調查，結果顯示僱員需求和機構文化之間的差距越來越大。 CHANGEHORIZONS變革歷程 調查顯示，只有43%亞太區僱員對任職機構有歸屬感（香港的比例更低，只有36%）；這是導致僱員打算離職的原因之一：亞太區僱員中，25%有意在12個月內轉職其他機構（香港的數字是28%）。不意外的是，僱員當中的次群組有較強的被排斥感覺，少數族裔、性小眾群體、殘障人士和神經多樣人士（即表現多種不同意識的人士）感到自己的真我在職場上較不受歡迎，因而不能積極主動地貢獻所長。 To help leaders understand the status of belonging in oneof the world’s most diverse regions that is APAC, EY Teamsconducted region-wide Belonging Barometer research,which highlights a growing talent gap between employees’needs and organisations’ cultures. The research findingsrevealed only 43% of APAC employees (and an even lower36% in Hong Kong) felt like they belong in their workplace.This consequently contributes to one of the factors that25% in APAC (28% in Hong Kong) are considering switchingorganisations within the next 12 months. Unsurprisingly,levels of exclusion experienced by key employee sub-groups registered at much higher levels. Racial and ethnicminorities, those from the LGBTQIA+ community, peoplewith disabilities (PwD), and neurodivergent workers (whoexhibit different mental orientations) feel that theirauthentic selves are least welcomed at work, and as aresult, are less able to contribute in a meaningful manner. 這些個人佔人口的比例不低，因此包融他們不僅在社會層面上是合適的，也是吸納這些並未獲得善