How Aerospace and Defense Can Win with the Gen Z Workforce

The aerospace and defense industry - or A&D - is entering a moment of opportunity. Critical fields such as data analytics, artificial intelligence, and cybersecurity are growing rapidly, creating demand for new skills. At the same time, Generation Z is stepping into the workforce, bringing exactly what the industry needs: digital fluency, fresh perspectives, and an innovative mindset.

Gen Z has the talent and the drive. But can A&D adapt to attract and keep them?

Gen Z's unique presence

At Lockheed Martin Rotary and Mission Systems, Gen Z represents more than 15% of our workforce, and their presence is unlike any before. We've witnessed firsthand the impact this generation can have on our organization. Gen Z spans from newly minted interns to professionals with up to seven years of experience. Despite varying levels of tenure, they share common expectations:

• Genuine work-life balance
• Enriching opportunities to grow
• Meaningful, purpose-driven work

While ready to work hard, they are not interested in burning out. They are savvy enough to know that benefits such as unlimited paid time off don't matter if there is no flexibility to use them. What Gen Z values most are real benefits, real development, and real experiences.

The window of opportunity

A&D careers and missions can span space exploration, AI, cybersecurity, autonomy, advanced manufacturing, and more.

For Gen Z, the mission matters. If the industry fails to showcase this innovation - and build cultures that match it - we risk losing a generation of innovators to other sectors. Let's create an environment of endless opportunity that allows Gen Z to thrive and drive transformation.

What Gen Z wants (and how we're responding)

To attract and retain Gen Z, A&D organizations need to shift both how they communicate and operate.

Here's what we're doing:

• Connecting to purpose: Emphasizing how our work advances scientific discovery, solves some of the world's most complex challenges, and keeps our customers safe around the world.
• Modernizing culture: Adopt a flexible, team-oriented, and inclusive workplace, because the traditional ladder-climbing model doesn't appeal to Gen Z.
• Delivering real benefits: Moving beyond surface-level perks and offering real benefits employees can use, such as true flexibility and mental and physical health support. Our 4x10 and 9x80 schedules give early-career professionals the balance they need to grow their careers and pursue passions outside of work.
• Investing in development: Providing mentorship, training, tuition assistance and rotational programs that let Gen Z stretch and grow.
• Showcasing innovation: Putting the spotlight on cutting-edge projects, not just legacy systems. Let emerging talent see how they can shape the future.

Leadership and culture matter

Attracting Gen Z is not just about perks. It's about leadership. To truly engage this generation, their leaders must:

• Shift from managing to mentoring
• Embrace transparency and two-way feedback
• Create a culture of trust and empowerment
• Bridge generational differences in work styles, communication and technology use

These cultural shifts will not just help Gen Z be successful - they will strengthen the industry for everyone.

The stakes are high

This is not just about filling open roles. If the industry fails to attract and retain Gen Z, it faces persistent talent shortages that could stymie innovation and competitiveness.

But if it succeeds, it unlocks:

• A digitally native workforce ready to drive transformation
• Fresh perspectives to solve complex global challenges
• A stronger, future-ready industry