A gallery shows many faces of ZEISS employees

SMT Magazine

Generational Diversity at ZEISS SMT

15 August 2025 3 min read

Up to five generations are working side by side in companies – a great potential for innovation! In this article you will learn why diversity in age is beneficial for SMT and how we can foster cross-generational collaboration.

Diversity is more than a trend; it is the heartbeat of future-proof companies. While we often associate origin, gender, or culture with diversity, one aspect quickly gets forgotten: age. Yet, it can be a true source of power. When Gen Z and the Baby Boomer generation stand at the whiteboard, when digitalization meets decades of experience, that is when companies drive forward: innovative solutions evolving on a strong foundation. Organizations that consciously focus on cross-generational collaboration benefit in multiple ways: they secure knowledge, inspire innovation, and strengthen identification across all age groups. However, this only works if belonging is not just a buzzword but is actively being experienced at work.

Numbers that count

Why diversity matters

A graphic shows the generational diversity within companies. — Sources are stated at the end of this article

Generational Diversity at ZEISS SMT

Where experience and curiosity come together

At ZEISS Semiconductor Manufacturing Technology (SMT), this is not just theory but everyday practice. On the one hand, there are colleagues who have co-developed and advanced high-tech over decades. On the other hand, there are young talents who bring new perspectives to the company. Demographic change makes this topic even more urgent: In the upcoming years, many experienced employees will retire. The good news: ZEISS SMT is actively shaping these transitions, with part-time models, knowledge transfer, and genuine collaboration between older colleagues and younger ones.

Two SMT perspectives, one common goal

Learning from each other, growing together

Josef Schütz

Former employee of ZEISS SMT, retired

Josef Schütz has worked at SMT for over 30 years. His perspective is based on experience in three different Research & Development departments and twenty years in process engineering, fifteen of which were in a leadership role. Even today, Josef is supporting key projects with a part-time contract during his retirement phase.

„When I retired in 2020, I perceived the age structure at SMT as very balanced: Many colleagues from the early years were still there, while there were also many young talents – this is actually an ideal mix. A year before my retirement, I handed over my leadership role to my successor, which gave me the necessary room to pass on my experiences. I had a very positive experience with this and can highly recommend such an approach. Fundamentally, I see early succession planning and intensive mentoring as important building blocks to actively promote knowledge transfer already in day-to-day work. It is also crucial that this can be done by both parties alongside their regular duties. With a flexible part-time contract, I still supported until recently a few key projects with another colleague. Our role was free from all constraints of regular daily business. Thus, we could focus hundred percent on contributing our know-how, which has grown over many years. As we have similar patterns in thinking, we enjoyed this time very much and at the same time we learned new things from younger colleagues: For example, I am fascinated by today's scientific methods and software tools for process simulation and process analysis. We both greatly appreciated the collaboration with young teams and felt a lot of gratitude. Intensifying the knowledge transfer in a late phase of my career (retirement phase) is, in my view, another very effective way to pass on know-how.”

Eron Nuhiu

Apprentice at ZEISS SMT

Eron Nuhiu (18) started his apprenticeship as a Management Assistant for Digitalization at ZEISS in September 2023. His training includes various stations. Currently, he is supporting the department Communications & Group Initiatives.

“My father has been working in SMT production for more than ten years. Therefore, I already knew that people from different generations come together – and that many are working with the company for decades. This was also one of the reasons why I applied at ZEISS. I benefit greatly from decades of experience of colleagues I have already had the chance to meet. Everyone is approachable, answers my questions, listens to my ideas, and treats me equally. I don't feel like I'm just the ‘young apprentice’; I also get my own small projects. This way, I learn something new with every task. I am inspired by the spirit that prevails at SMT. Working at the limits of what is possible. It is fascinating to meet people who are involved in making things possible today that were unimaginable a few years ago. This long-term commitment really impresses me – and of course, it only works if you stay with the same company for a long time. There is so much knowledge in the company, and I want to absorb as much of it as possible. For this, it is important to take time for the ‘young ones’ like me.”

Diversity needs attitude

One thing is certain: generational diversity cannot simply be mandated; it must be lived. And for that, a corporate culture is needed that prioritizes curiosity over prejudice. One, that is willing to listen – to the younger ones and the older ones. At ZEISS SMT, this is being created: through interaction, through feedback, with genuine appreciation for every perspective. Because only when we combine experience and innovative power, we create space for what truly matters: sustainable innovation and a culture of belonging that shapes the future.

Sources

New Work Experience (2025). So wird generationsübergreifendes Teamwork zum Erfolgsfaktor, retrieved from: So wird generationsübergreifendes Teamwork zum Erfolgsfaktor - New Work Experience

Brent Gleeson (2024). Bridging Generational Gaps: Where Experience Meets Innovation, retrieved from: Bridging Generational Gaps: Where Experience Meets Innovation

Debra Sabatini Hennelly, Bradley Schurman (2023). Bridging Generational Divides in Your Workplace, retrieved from: Bridging Generational Divides in Your Workplace