hese days, the term Gen Z seems to be everywhere. It’s used to describe a group of young people — often with sweeping generalisations. They are called self-centred, allergic to responsibility, obsessed with privacy and irreverent toward older generations. In casual conversations and some media narratives, Gen Z is portrayed as a generation of high-level individuals, intensely focused on personal identity. They are often accused of gaslighting and being sharply critical of traditional norms around race, gender and power.

This popular portrayal raises important questions: Who exactly is Gen Z? Who introduced the generational label in the first place? Why has the gap between generations — from Baby Boomers to Millennials to Gen Z — widened so dramatically in recent decades?

The generational divide we observe today is not just about differences in fashion, music or slang. It reflects the profound socio-cultural shifts that have taken place at an unprecedented pace, particularly during Gen Z’s formative years. The terms Gen X, Millennial, and Gen Z have their own histories. These labels were not organically adopted by the generations themselves. These were introduced by media, marketers and social scientists trying to make sense of emerging cultural trends. Over time, these terms have hardened into identity markers, influencing not just how different age groups are perceived by the society, but also how they come to see themselves.

As the distance between generations grows — through rapid technological change and shifting social values — the need to understand these differences becomes greater than ever before. Rather than flattening Gen Z into a caricature of selfishness or sensitivity, perhaps it’s time to ask: What forces have shaped this generation? What does this widening gap mean for the future of the society?

The divide between Gen X parents and their Gen Z children is perhaps most visible today in the professional world. As Gen Z enters the workforce, the cultural clash between old expectations and new attitudes has grown sharper. Employers — many of them from Gen X — often express frustration at what they perceive as Gen Z’s sense of entitlement, their unwillingness to “go the extra mile,” and their focus on individual needs rather than collective goals.

For Gen X, especially in Pakistan, the workplace culture they helped shape was built around sacrifice and loyalty. In many offices, the expectation to stay late — often past dinner — without any mention of overtime; to be on call during family events; to cover for sick colleagues; work weekends without complaining; or taking on an administrative role outside one’s expertise were seen as part of “showing commitment.” Success meant being available, flexible and adaptable beyond the narrow confines of a job description or standard operating procedures. Gen Z increasingly pushes back against this, not out of laziness, but because they see how such unstructured labour drains mental health and personal boundaries.

Gen Z, has grown up in a different Pakistan — one marked by economic instability, skyrocketing living costs, precarious job markets and a widespread questioning of corporate loyalty. For many Gen Z workers, the idea of bending endlessly for an employer without fair compensation or acknowledgement is exploitative. They are far more likely to question why extra work without extra pay s normalized; why “team spirit” is invoked only to benefit the employer; and why boundaries between work and personal life are blurred in the name of ambition.

To dismiss Gen Z as selfish or naïve is to miss an opportunity. Every generation has its blind spots and its brilliance. What makes Gen Z’s moment unique is the scale and speed of change they are responding to — and the honesty with which they confront it. 

This generational shift in attitudes is often misread as laziness or selfishness. In reality, it stems from a different understanding of work and value. Where Gen X saw personal sacrifice as the price of upward mobility, Gen Z increasingly demands transparency, respect and fairness. They are more vocal about burnout; more insistent on work-life balance and less willing to accept vague promises of future rewards.

Gen Z may seem contradictory in its assertions—demanding flexibility yet appearing inconsistent; valuing individual rights yet questioning collective norms. But dismissing them as ‘entitled’ misses the point. Their pushback against an outdated work culture reflects clarity, not confusion. In a world where old promises no longer hold, their call for fairness, balance and dignity signals evolution, not decline. Instead of mourning the end of traditional work ethics, it’s time to understand the forces shaping this generation—and why their view just might be what the future needs.

The shifting professional attitudes of Gen Z are just one example of a broad generational reimagining. This generation has grown up with ready access to global information; witnessed crises like economic recessions, wars, climate change and social justice movements unfold in real-time; and has been encouraged — through the very platforms they inhabit — to question, challenge and rethink norms that previous generations often accepted readily.

Social media, often criticised for shortening attention spans and promoting an outrage culture, has given Gen Z unprecedented tools to build communities, challenge injustice and amplify voices that were once marginalized. Concepts like workplace equity, mental health rights, gender inclusivity and environmental responsibility are not fringe concerns for them; they are central expectations. Their lens is global, intersectional and far less accepting of traditional structures simply because “that’s how things have always been done.”

Of course, the Gen Z approach is not perfect. Sometimes their bluntness can seem abrasive. Their insistence on immediate change can clash with the slow reality of institutions. But it is important to recognise that their perspective — even when uncomfortable — brings new energy, challenges stagnation and forces a re-evaluation of norms that might have gone unquestioned for too long. To dismiss Gen Z as selfish or naïve is to miss an opportunity. Every generation has its blind spots and its brilliance. What makes Gen Z’s moment unique is the scale and speed of change they are responding to — and the honesty with which they confront it. Their call for fairness, balance and authenticity in both personal and professional spheres offers not just a generational complaint, but a necessary provocation: what kind of systems are worth preserving; and which ones are overdue for reinvention?

The ‘battle of generations’ may make for catchy headlines, but it is through dialogue, not dismissal, that we find progress. This isn’t just about parents understanding their children or employers adjusting to their expectations — it’s about making space for intergenerational exchange. Whether through mentorship programs that flow both ways, open discussions in youth forums, or policymaking spaces that genuinely incorporate young voices, the gap needs to be treated not as a nuisance, but as an urgent and real societal issue.

Only by moving beyond eye-rolls and stereotypes can we begin to build mutual respect. If Gen Z is willing to engage and their elders willing to listen — not just to teach but also to learn — we may find that the future isn’t a battleground, but a collaboration waiting to happen.

The writer, as executive director of Bargad, has pioneered youth policies in Pakistan. She can be reached on Instagram at @pherountal.