Dutch Bros Coffee

Milly Pineda

When we think about the next generation of leaders, we often focus on identifying highpotential employees early in their careers. We forget, finding emerging talent is only half the story. The real challenge, and opportunity, starts with creating an environment where they can thrive. That requires more than a job offer; it requires a deep sense of belonging.

The workforce is shifting faster than ever. Gen Z and Gen Alpha are entering with fresh ideas, tech fluency, and a willingness to challenge the status quo. Generation Z is the most diverse generation we’ve seen— not just in race, ethnicity, gender identity, orientation, or socioeconomic background, but most powerfully, in mindset. They’re navigating a more complex workplace via hybrid teams, economic uncertainty, and evolving expectations around flexibility and purpose.

Bringing someone into the organization is only the first step. True connection comes when people feel safe and encouraged to show up as their full selves—values, quirks, ideas, and all. Belonging isn’t about blending in; it’s about contributing authentically.

For emerging talent, this is critical. They’re navigating a new industry, building skills, and testing their voice. If the environment doesn’t invite them to bring their whole identity forward, they may hold back the perspectives and energy that make them invaluable.

Inclusion is about access. It’s the invitation to join the table and the assurance that you are welcome. Belonging is deeper. It’s feeling that your voice matters, your contributions carry weight, and your identity is an asset, not an obstacle.

For emerging talent, belonging can decide whether they invest in growing with you or quietly prepare for their next role elsewhere. When a new employee hesitates to speak up, second-guesses whether they “should be here,” or masks parts of themselves, we lose their full potential.

I have the privilege of leading both Inclusion & Belonging and our Internship Program, two areas that might seem distinct but are deeply connected. Together, they are our secret sauce for building compelling futures and ensuring we stay true to who we are as a company.

Our interns come directly from Dutch Bros shops, making them natural culture cultivators. By pairing their firsthand customer experience with development opportunities at the corporate level, we develop leaders who understand both the heart and the operations of our business. The internship becomes more than a summer program. It creates a bridge, connecting where they started with where they can go. This approach ensures we’re not just developing talent; we’re shaping leaders who will grow the business while staying authentic to our core values.

When interns step into a space intentionally built around inclusion and belonging, their confidence accelerates, their voices grow stronger, and they begin to see themselves as the future of the organization. That’s when you stop developing “talent” and start developing leaders.

Creating belonging doesn’t happen by accident; it’s built through intentional design in how we welcome, develop, and engage our people.

I lead our internship program to set the standard from day one. Through intentional coaching, guidance, and program design, I build trust, spark curiosity, and create psychological safety. Every intern sees a clear path for growth, receives honest feedback, and understands that their voice matters. By modeling confidence, encouraging thoughtful risk-taking, and celebrating authenticity, we help interns step into their potential and emerge as leaders who will shape the future of our organization and community.

When emerging talent truly feels they belong, they don’t just participate; they lead. They bring fresh ideas, take ownership, and fully engage in the work, becoming some of the strongest ambassadors for your culture. Belonging isn’t just about retention. It’s about building the leaders of tomorrow. The experiences we create today shape the pipeline, ensuring leadership benches reflect the full richness of our workforce.

Inclusion opens the door, but belonging makes people want to stay, grow, and lead. For emerging talent, it’s the difference between seeing their job as a stop along the way or as the place where they will build their career. When people, especially those just starting their journey, feel they belong, they stop asking, “Do I fit here?” and start asking, “How can I make an impact?” That’s where the magic and the future of the organization truly begin.