In my father’s generation in the 1950s and ’60s, a sense of gratitude and subservience was culturally widespread. People were happy to have a job and often stayed there for life.

My generation in the 1980s was grateful for their jobs and believed that if you worked hard you would get ahead.

My daughters are both in their mid-20s. Their generation knows they have to work hard to get ahead, but their employer also has to work hard to keep them.

The younger generation wants to work in a place that gives back to society, does the right thing the right way and treats employees well. They will not tolerate chauvinism, sexism, injustice or bias – and rightly so. They expect more than my generation and certainly more than my parents’ generation.

The generation under 35 is not as willing to tolerate a lack of opportunities as my generation. People want to develop, create added value and find recognition.

At an accounting firm where I worked, they referred to recent graduates as “the L’Oréal generation” because “they’re worth it.” My daughters’ generation believes they’re worth it. That’s a great thing, especially for young women.

Workplaces have become more tolerant

Rising employee expectations are driving change as employers find themselves in the so-called “war for talent” and must meet these expectations to retain their workforce.

There is more acceptance in the workplace. People of all backgrounds, faiths, nationalities, genders and sexual orientations are more welcome today than ever before. When I started working, it was unthinkable that an employer would openly support Pride. Thankfully, that is no longer the case.

This acceptance is reflected in company policies, while there is more open discussion about mental health and the importance of speaking up. There is greater intolerance of bad practice, a desire to get it right and more investment in training, support, coaching and mentoring. This reflects a wider shift in society.

I worked in finance in London, the City, in the late 80s and early 90s. It was not a million miles away from “The Wolf of Wall Street.”

I swore blindly that my daughters would never go into a workplace with Page 3 Calendar on the bulletin board, where men openly talk about their offensive behavior. There has been some progress.

In certain industries, manifestations of this behavior can still be found. In banking, insurance and financial services, as well as in many other industries, a male hierarchy still prevails.

There is still an institutionalized bias against women or people of other ethnic backgrounds. You just have to Look at the Employment Tribunal hearings to see that – and these are the things that are public.

Employees are at risk of losing their ability to build relationships in the workplace

I think as technology has evolved, digital skills have become more important than more traditional social and relationship-building skills. We have deprived younger generations of the benefits of socialization in the workplace.

The increase in hybrid and remote working since the pandemic has had mostly positive effects, but I think the negative consequences are often underestimated, both from a mental health and productivity perspective. Management and evaluation in the workplace are still necessary, and hybrid working does not enable this in the same way.

The benefits of a physical work environment are enormous. Hybrid working can negate some of the benefits of coming together. This needs to be addressed by a greater return to the previous work environment and more collaborative working arrangements.

Employees have a healthier work-life balance

Younger generations expect not to work beyond their contracted hours and expect to be well paid. The ability to set boundaries is absolutely a good thing. I think it encourages more efficient and smarter ways of working. But at the same time, I think it needs to be managed.

In my dinosaur view, the needle has been moved too far in favor of the employees.

Most of us have signed contracts to work in an office Monday through Friday. Employees who are dissatisfied with Return to work should, in my opinion, be tackled quite vigorously.

When you cross the white line at a golf club, you must play by the rules of that golf club. The needs and interests of the company should be as important as those of the employees.

I don’t know what the future of work will look like. I would like to think that younger generations will continue to refuse to accept bad practices and demand better. I am confident that their workplaces will get better.