Exploring the workplace of the future: Insights from Investigo and

Last Thursday, Investigo partnered with Flexa to host a thought-provoking roundtable, welcoming HR and Talent Leaders to delve into two pivotal workplace topics: What does Gen Z want from their next workplace? and How can we better attract and retain senior female leaders? This event brought together innovative ideas, data-driven insights, and dynamic discussions aimed at shaping the future of work. Below, we recap the key insights and takeaways from the session.

Understanding Gen Z’s Workplace Aspirations

Dr. Ailish McLaughlin, Head of Product at Flexa, opened the session by sharing findings derived from over 3.5 million data points collected in the past two years. Her research revealed that while salary remains a top priority for Gen Z (82%, comparable to other generations), their preferences reflect notable differences in other areas:

Flexibility Matters, but Not the Most

67% of Gen Z prioritise flexibility—a slightly lower percentage compared to other groups.
This generation values fully remote work more than hybrid models. Almost 70% prefer remote options, a 15% increase over the average.
Interestingly, although rare, Gen Z is five times more likely than other groups to choose full-time office work (5% vs. 1%).

Shifting Focus from Culture to Diversity

Gen Z places less emphasis on organisational culture (19% vs. 38% for other groups), potentially influenced by their professional experiences during the COVID-19 era.
Instead, they value diversity twice as much as other generations (20% vs. 10%).

Evolving Views on Benefits

Key benefits for Gen Z include work-from-anywhere schemes (76%), work-from-home budgets (49%), and mental health support (33%). The latter has seen a steady increase in importance over the past three years.

Gen Z’s Path to Leadership

The group discussions explored how organisations can help Gen Z thrive as the leaders of tomorrow. Participants noted that traditional approaches, such as classroom-based training, may need to evolve to accommodate Gen Z’s preference for digital and autonomous learning environments. The conversation also underscored the importance of aligning organisational branding and storytelling with Gen Z’s values, emphasising autonomy and choice. As one participant insightfully commented, “The most important thing for me as a Gen Z employee is autonomy. I like to choose, but I’ll always be there when needed.”

Supporting Senior Female Leadership

The second topic addressed a pressing challenge for many organisations: how to attract and retain senior female leaders. Insights from Flexa’s data highlighted evolving priorities among women with 8+ years of experience:

Key Workplace Preferences

While salary (84%) and flexibility (72%) remain essential, benefits have become increasingly significant, showing year-on-year growth.
Flexa predicts that benefits could overtake culture as the third most important factor for this group by next year, as culture has seen a 12% decline in importance recently.

The Hybrid Misconception

Contrary to common assumptions, 43% of senior women prefer hybrid work arrangements—a figure above the average of 37%. Meanwhile, 55% favour remote work, slightly below the general workforce’s 59%.

Popular Benefits for Senior Women

Work-from-home budgets (42%), mental health support (34%), and wellbeing allowances (28%) emerged as top priorities.
Other sought-after benefits include unlimited annual leave (27%) and flexible working hours.

Tackling Gender Disparities

The roundtable participants reflected on why attracting and retaining senior women remains a persistent challenge. Discussions highlighted systemic issues, ranging from unconscious bias to inadequate representation in decision-making roles. The group emphasised that organisations must move beyond token initiatives, creating sustainable structures that support female leaders’ unique needs and ambitions.

Bridging Generational and Gender Gaps

A recurring theme throughout the event was the importance of tailored, inclusive strategies to meet the evolving needs of diverse workforce segments. Companies must adapt not only their policies but also their messaging to resonate with both emerging and established talent groups. Whether it’s shifting the narrative from “benefits” to “employee experience” for Gen Z or fostering authentic cultures of support for senior women, the onus lies on employers to evolve.

Flexa’s Role as a Trailblazer

As a company that embodies many of the ideals discussed during the event, Flexa served as a valuable case study. With initiatives like unlimited leave, 45 days of “work-from-anywhere,” and comprehensive support for hybrid workers, Flexa exemplifies how organisations can successfully cater to diverse employee needs while maintaining a high-performance culture.

Conclusion: A Call to Action

The insights from the Investigo x Flexa event offer a roadmap for organisations striving to attract, engage, and retain top talent in a competitive landscape. As workplace preferences continue to evolve, companies must prioritise flexibility, diversity, and authentic employee experiences to stay ahead. For Gen Z, this means embracing autonomy and digital learning tools. For senior women, it requires targeted efforts to ensure representation, support, and work-life balance.

By addressing these challenges proactively, businesses can not only secure the loyalty of today’s workforce but also cultivate the leaders who will drive their success tomorrow.

For a discussion about our learnings and how you might apply those in your business, reach out to Dave Procter.