The LRI intern is taking over the INK newsletter today. Check out this article by Milan Cunningham.
The recent union election at a Whole Foods Market in Philadelphia, where employees voted 130-100 to join the United Food and Commercial Workers (UFCW) Local 1776, adds to the ongoing conversation about labor movements in retail and corporate workplaces. While union efforts at companies like Starbucks, Amazon, and Apple have been making headlines, this Whole Foods vote is notable because it marks the first unionization within the company since Amazon acquired it in 2017. While it is not the first Whole Foods union, it is the latest in a growing trend of labor activism within large corporations.
With Gen Z expected to make up 30% of the U.S. workforce by 2030 (Marsh McLennan Agency), their expectations around wages, work-life balance, and job security are shifting how businesses approach labor. Some younger workers see unions as a leverage tool for better pay and workplace protection, while others question whether they’re the right solution. That raises a big question: is this the start of a more significant labor movement, or is it just another isolated case?
Gen Z’s Workforce Growth: What the Numbers Say
Gen Z’s influence on workplace culture is growing as it continues entering the workforce. Research from the Pew Research Center shows that Gen Z is on track to be the most educated generation yet, with higher college enrollment rates than any previous group. But despite their education, many young professionals realize that a college degree doesn’t automatically lead to financial security, especially as inflation and the cost of living keep rising.
Workforce data points to some key trends:
That said, just because younger workers generally support unions doesn’t mean they’re rushing to join them. Many Gen Z employees prioritize flexibility, remote work options, and personal career growth—things that don’t always align with traditional union structures. This could complicate unionization efforts as businesses determine how to balance worker demands with operational needs.
The Generational Reality Divide: How Gen Z Views Work Differently
One of the most significant differences between Gen Z and older generations is how they view work itself. Many Baby Boomers and Gen X workers built their careers around long-term stability, often staying with one company for years or even decades. But Gen Z, shaped by recessions, layoffs, and the rise of gig work, tends to see jobs as more temporary and transactional.
On top of that, social media has completely changed the way young workers talk about labor issues:
Workplace complaints and organizing efforts often start online, sometimes before they ever reach HR or management.
Viral trends like "quiet quitting" and "corporate gaslighting" have reframed discussions about burnout, work-life balance, and employee rights in ways that older generations may not relate to.
Information spreads quickly but so does misinformation—leading some Gen Z workers to develop unrealistic expectations about unions, labor laws, or workplace policies.
This generational divide is vital because it means that younger workers may approach employment and workplace activism from an entirely different perspective than their older coworkers or employers. Conversations about wages, job conditions, and unionization aren’t just about policy—they’re also shaped by the online spaces where young people get their information.
The Role of Social Media in Labor Movements
Unlike past labor movements relying on in-person organizing and union meetings, Gen Z uses social media to mobilize almost instantly. This has sped up how workplace activism spreads and comes with challenges.
Why digital labor activism is effective:
Speed – Workplace issues can go viral in hours, forcing companies to respond faster than they would through formal labor processes.
Accessibility – Workers don’t have to be union members to participate in labor activism. Platforms like Reddit, TikTok, and Discord allow employees to discuss workplace issues anonymously.
Public pressure – Companies are more aware than ever that lousy press can lead to reputational damage, which sometimes pushes them to act more quickly on employee concerns.
Challenges of social media-driven organizing:
Reactive, not strategic – Viral outrage can escalate workplace disputes fast, but that doesn’t always translate to long-term solutions.
Misinformation spreads fast – Some discussions about labor rights and unionization aren’t always accurate, leading to confusion about what unions can and can’t do.
Companies are adapting – Businesses are monitoring employee discussions on social media more closely and taking steps to address issues before they gain momentum.
Conclusion: What Does This Mean for the Future of Labor?
The Whole Foods union vote is just one example of how younger workers engage with labor movements. Still, it doesn’t necessarily mean there will be a nationwide shift in union membership. While Gen Z generally supports unions more than older generations, their work preferences—like flexibility, remote options, and career independence—don’t always fit traditional union models.
