Demographic transition

: attracting and retaining generation Z and millennials in the defense industry

Abstract

Anne Mulcahy, former CEO of Xerox stated that, “Employees are a company's greatest asset— they’re your competitive advantage [...]” (Northwestern Mutual, 2014). While the Defense Industry has risen in importance due to recent national security threats worldwide, demographic transitions and thereby talent issues continue to hamper the sector. This dissertation examines, how Defense Industry incumbents can attract and retain Generation Z and Millennials in the workforce. A triangulation approach was conducted with a quantitative employee survey, qualitative expert interviews with HR and Employer Branding practitioners and a literature review. Millennials and Generation Z valued flexibility, career development opportunities and supportive work environment and a competitive salary as preferred workplace attributes, with traditional methods of being treated by an employer. In this regard, Millennials and Generation Z do not appear significantly different from preceding generations. Overall, female Generation Z cohorts are more susceptible to imposter syndrome compared to male counterparts. This thesis underscores the significance of addressing imposter syndrome through targeted measures like mentorship programs and leadership training to raise retention and attract female talent into the Defense Industry.

Date of Award	24 Jan 2024
Original language	English
Awarding Institution	Universidade Católica Portuguesa
Supervisor	Peter V. Rajsingh (Supervisor)