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by Y generation executives, who prefer to em-

ploy resources without commitment, to pay-per-

use, this is the language which appeals to the

new generation. When Xers provide consulting

services for a short period of time, they don’t

threaten the company’s culture”.

Time will tell whether this process is positive or

negative. “It is certainly possible that the whole

world is going through a revolution, and in sev-

eral decades we would be talking about it in his-

torical terms. It may be difficult for the previous

generation to accept this, but it’s possible that

for the generations that are currently integrat-

ing into the job market this would be something

natural and a required change. This improvement

might lead to better news for the public, but, as

mentioned, it’s still early to say”, says Solomon

and reminds us that “we should keep in mind

that this is a worldwide trend which relies more

and more on globalization – today start-ups

are established on the basis of workforce from

Ukraine which is hired to accomplish something

quickly, on a per-demand basis. This perception

says that you don’t have to pay the employee a

lot and provide him/her with benefits such as

pension in order to get the required product.

This is something very dynamic, the entire orga-

nizational commitment becomes interest-based.

However, it is worth noting the initial studies

concerning the Z generation, which would con-

stitute the main driver in the job market within

a few years. Research in the U.S shows that

members of this generation, unlike the frantic

Y generation, see great importance in stability

and express their desire to remain in a single

workplace for several years and progress in the

managerial ranking.”

Ethosia estimates that the next couple of years

would continue to demonstrate extreme trends

in the entry of Y generation members and the

exit of Xers. The number would keep increasing,

not in a calm linear fashion, but a significant,

unorganized and not necessarily rational in its

magnitude, of Xers leaving on the one hand, and

on the other hand the entry of more and more Y

generation employees.

Prepare for the Z Generation

“Recently, the job market started to hire also

members of Generation Z”, Ethosia reminds us,

“this is the first generation that was actually born

into the age of internet and smartphones; they

played with advanced phones ever since they

were babies, and have no memories of life with-

out Facebook and Twitter. They are connected

and communicating in every single moment, and

prefer to acquire new knowledge from YouTube

videos, rather than from reading books.

These habits might become disadvantageous

when they will arrive into new workplaces and

be required to learn written information, such

as technical specifications or articles. There-

fore, it is worthy to assist them in acquiring this

initial knowledge, or figure out ways to adjust

it to them, for example, through videos and


These young people, who are used to frequent

technological changes, are more independent

and innovative then their predecessors. As

people who grew up in a world which is still

rehabilitating from an economic crisis of an

enormous magnitude, they are less naive than

their parents – and they know that high-quality

education won’t necessarily provide them with

a jumping point into a profitable career. Quite a

few of them consider becoming independent,

instead of being dependent on large organiza-

tions for a living – as shown by a survey among

high-school students in the U.S, where 75% of

responders reported that they wish to open their

own business. It is possible that fewer mem-

bers of this generation would choose challenging

studies such as computer sciences – but it’s still

too soon to know.”

2016 wasn’t a revolutionary year from a gender

inequality perspective, in the world as well as in

Israel. In spite of Justin Trudo’s, PM of Canada,

insistence when he was asked how he estab-

lished a gender equal government – “we are

already in 2016”, in the western world as well

as Israel, equality still isn’t abundant. And what

is the situation in high-tech industry? Do more

women turn to high-tech positions?

“There is absolutely room for optimism” states

Solomon “if we srarted 2016 with women ac-

counting for only 43% of the industry, with most

of themworking in non-core high-tech positions,

such as administration, HR, economics and op-

erations, we see an increase of 2% in the number

of women employees in engineering, research

and development, which is currently 19%. While

this is indeed a fractional increase, a deeper

look into the academy, viewing the increase in

the number of women students in the fields of

science and engineering, can provide us with

optimism and a basis for predicting that this

trend would continue in the next few years.

Photo by Yonatan Blum

In Every Generation: 2016 was the Y Generation’s Greatest Year