There’s a conversation happening with Gen Z right now. You only need to scroll TikTok, Reddit, even LinkedIn and it goes something like this: What’s the point? I’ll never own a house anyway. Might as well put it all on crypto. This is financial nihilism. The belief that the traditional path to work hard, save steadily, build slowly doesn’t really lead anywhere anymore. That the system wasn’t designed with this generation in mind.
Eleven years ago, I was privileged to speak in Davos about the potential of Employee Ownership Trusts (EOTs) and the structure of the John Lewis Partnership, at a time when EOTs were seen merely as an emerging, almost experimental, idea. The conversation was an investigation of the novelty and difference of ownership models that could help rebuild trust, resilience and long-term value in our economies.
Employees have the right to ask their employer to consider employee ownership through an Employee Ownership Trust (EOT). This request is not a legal demand, but a legitimate, professional and increasingly recognised conversation. Employers are encouraged to consider and respond to the request, and employees should expect respectful dialogue. The Right to Request supports fair work, good employment and long-term business continuity.
