Nearly 50% of Gen Z men believe that “we have gone too far in promoting equality for women that we are discriminating men” and 44% say that women’s rights have not gone far enough.
The research by Channel 4 GenZ: Trends and Truth, shows the influence of social media influencers and the misinformation that young people receive.
Half of the respondents (52%) believe that the UK would have been a much better place with a strong leader in charge, who didn’t need to worry about elections or parliament. One-third (33%) thinks the UK would also be better if the military was in control.
More than half of respondents (58%) said they trust social media posts by friends at least as much as traditional journalism.
Andrew Tate whose views can be viewed as misogynistic, and conservative psychologist Jordan Peterson, are two of the influential men who are trusted by 42%.
The study found that men and women are experiencing a growing gap in education, employment and income. The study cites research suggesting that by age 19, women have 54% higher education, while men only have 40%. This trend is echoed when it comes to the labour market, with young women aged between 20-24 having higher employment rates and earning more than young men.
The hardest hit are white working-class men: only 14.6% of them will be enrolled in higher education by 2021. This is the lowest rate among any ethnicity or socioeconomic group.
According to the study, 14% of Gen Z (aged between 13 and 26) – almost exclusively boys and men — sympathises with the idea that masculinity is being attacked. They find validation in figures such as Andrew Tate and Jordan Peterson who take advantage of their feeling of marginalisation. Although not radicals, they do feel excluded from the progressive narratives that shape society.
The study also found that Gen Z, which is made up of 21% women, are “empowered and self-reliant” and “determined to shape their futures”.
The study states that “they often reject traditional expectations and limitations without resorting overtly to political activism” – they lead by example, prioritising education goals, career ambitions, lifestyle choices, which reflect their values.
A 25-year old male participant from Penryn in Cornwall summed up the feelings of some young men about exclusion and DEI. He said he felt targeted because he is a “regular, straight white man” who had previously enjoyed a cultural edge. It is swinging the other direction, to the point where we could risk discriminating us against people from minority groups.”
Alex Mahon is the chief executive at Channel 4. He says that Gen Z has been “exposed to full force of polarising and confusing nature of social media ever since they were birthed” and as a result, it’s the most liberal and authoritarian generation in the country.
She continues: “There are clear signs of disengagement with democracy, fuelled by online pied pipers that wilfully subvert the truths. And a growing gender gap which should be of concern to us all.”
Rebranding DEI
Some consultancies working in the area of inclusion have re-defined and evolved their work due to the backlash against DEI led by the US President and several large firms based in America.
Daniele Fiandaca is the founder of Token Man Consulting. She believes that HR needs to respond to a changing landscape. Responding to Trump’s remarks on the Federal Aviation Administration on LinkedIn, he argues that “if we’re serious in engaging men, then we must move beyond the standard allyship story.” It’s true that some groups require more support than others, but this doesn’t mean that men do not need it too. What’s a good starting point? Prioritising the mental health of men and better supporting fathers and male caregivers.
He says that DEI needs a rebranding. “I’ve avoided using the term DEI for years. Why? It all starts with diversity. Since 2007, I have been advocating leading with inclusion. That hasn’t changed. We shouldn’t remove the “D” but we should rebrand the industry. These three letters don’t do justice to our broader mission, which is building better businesses.”
The risk of HR being put on the defensive is that this dropping of words will not be a good thing. In July 2024, the Society for Human Resource Management in the US dropped the word equity from its Diversity, Equity, and Inclusion strategy. The acronym I&D is now used by the organisation to refer to their inclusion and diversity initiatives.
SHRM claims the move was in response to the backlash from society and the potential for polarisation due to the use of the terminology. It was a mistake, as it led to its own backlash, as many HR professionals described the rebranding.
Included
Fiandaca believes that inclusion is the most crucial of the three words. He said: “If businesses are serious about being truly inclusive, diverse and equitable, inclusion has to be a requirement of leadership. It means that senior leaders must be required to undergo inclusive leadership training, which includes cultural intelligence, self-awareness and vulnerability. Inclusion must be measured, and you cannot be promoted if it is not. “Anything less is just lip service.”
According to the findings of the Channel 4 survey, this inclusion must begin long before young men even start to think about careers. It will need to begin on smartphones, media channels, and in the home.
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