10th December 2024

Navigating the corporate workplace as a young person can be daunting.

I started working full time when I was 17, after leaving school early. I found it difficult at first to integrate into the workplace, as I felt others viewed me differently. I was surrounded by colleagues who had been in work for many years with a wealth of experience which led me to feeling inadequate in comparison and a pressure to succeed.

While this feeling has followed me throughout my career, it’s much easier to challenge this imposter syndrome now at 24, as my confidence has grown.

What are the challenges that young people face?

Young people can encounter age discrimination through comments or jokes aimed at age or their perceived experience. This bias, conscious and unconscious, can also lead to young people being excluded from some conversations. While these are generally not intended to be offensive, they can feel isolating.

I have found that young people are more open about their mental health, which to others may feel uncomfortable or unfamiliar. This could be largely due to the stigma that exists around talking about mental health in the workplace.

For example, I found that in my first job, my manager appeared uncomfortable when I first disclosed my mental health problem. While this could have deterred me from opening up to them again, I instead took the opportunity to educate them about what I needed in the workplace to support me.

It was really rewarding watching them become more comfortable with the topic, and they even let me know later down the line that this inspired them to have conversations about mental health with other members of staff.

Why is it important to highlight the unique strengths of being a young person in the workplace?

Currently, 24% of the global workforce is identified as members of Gen Z, born between 1996 and 2012 [1]. With a large percentage of young people in the workplace, it is important to highlight the unique strengths we can bring to the table.

We have grown up learning about typically stigmatised topics such as mental health, equality and diversity.

This means we can be more comfortable discussing these topics in the workplace, which can positively influence our peers and the organisational culture.

Are there any practical tips to support young people’s mental health at work?

Firstly, I would highlight that small adjustments can vastly improve someone’s working experience. My advice to others would be that you know yourself best; have the confidence to ask for what you need.

At SAMH we encourage use of Wellness Action Plans which you can share with your line manager. This gives you the opportunity to share your personal warning signs of poor mental health, and what helps to keep you well at work. This has been an amazing resource for me, along with regular support and supervision meetings with my manager.

Reasonable adjustments such as regular breaks, varying working hours or workload can be a great help too. There are positives and negatives to flexible working, but generally it’s seen to improve your work-life balance and so may be beneficial for staff, especially for young people managing a mental health problem. 

1 in 7 workers aged 18-24 say their mental health is the main reason they want flexible working [2]. Reaching out for help at work can be difficult at first, but it opens a wider conversation that ultimately exists to support you.

We can create mentally health workplaces where everyone thrives.

More workplaces are now investing in vital training and education, along with taking part in mental health campaigns such as Time to Talk Day and World Mental Health Day to raise awareness. I feel lucky to work for SAMH, Scottish Action for Mental Health, who are at the forefront of this transformative change.

I am now in a place where my confidence has grown at work and I feel part of the team, working with my peers from a variety of ages and backgrounds. All of my contributions are heard, respected and valued. An organisation worth working for will understand the unique strengths of hiring young people in the workplace and will support young people to thrive at work

[1] https://www.sciencedirect.com/science/article/abs/pii/S0007681324000223

[2] https://www.flexibilityworks.org/flexible-working-research/flex-for-life-report-2024/