The Dilemma of Gen Z Job Seekers: Omitting Political Activism from Résumés

Many Gen Z job seekers are choosing to omit their campus political activism from their résumés, and it’s understandable why. For this generation, shaped by the politically charged environment of the Trump years, their involvement in political activism has equipped them with valuable skills and experiences. However, they are now opting to leave out potentially divisive activities from their job applications.

Increased Political Engagement

A poll conducted by the Harvard Institute of Politics in spring 2021 revealed that 36% of adults aged 18 to 29 identified as politically active, a rise from 24% in 2009. The Center for Information and Research on Civic Learning and Engagement at Tufts University noted that during the 2020 elections, 18% of young individuals aged 18 to 24 volunteered for political campaigns, which is a significant increase from previous years. Additionally, an American National Election Studies survey found that 19% of 18 to 24-year-olds participated in protests in 2020, up from 7% in 2016.

The Hesitation to Showcase Activism

Despite this increased political engagement, recent reports indicate that many recent graduates are hesitant to showcase their activism on their résumés, even if it might make them appear less qualified. Some are even creating two versions of their résumés: one that avoids all potentially contentious details for public viewing, and another that includes their full range of experiences for applications within like-minded political circles.

Reasons Behind the Omission

So why are these young applicants opting to erase their activism? The job hunt can be fraught with challenges, especially for those without insider connections. Issues like unconscious bias and the tendency to minimize certain experiences—such as gaps in work history due to caregiving—are common. Furthermore, even with a strong job market boasting millions of openings, Gen Z job seekers are right to tread cautiously.

Political identity is generally not a protected class, meaning employers can potentially discriminate based on social and political involvement. As Edgar Ndjatou, executive director of Workplace Fairness, points out, organizations can make hiring decisions influenced by candidates’ political activities.

Moreover, hiring decisions often reflect confirmation bias, where employers favor candidates who align with their views. This can lead to stereotypes that might hinder Gen Z applicants based on their activism, irrespective of the job they are applying for, whether it’s at a large corporation or a small local business. While some may view this as compromising their principles, many feel the need to prioritize their career opportunities.

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Conclusion

In summary, Gen Z job applicants are increasingly omitting their political activism from résumés to avoid potential hiring biases. Despite being among the most politically active generations, they are taking a strategic approach to enhance their job prospects in a competitive market.