【德勤咨询】2023年全球Z世代与千禧一代调研报告_38页_2mb

报告摘要

Deloitte 2023 Gen Z and Millennial Survey Summary

Core Content Overview

The 2023 Deloitte Gen Z and Millennial Survey highlights the evolving attitudes and challenges faced by these generations in the workplace and society. Conducted across 44 countries with over 22,000 respondents, the survey examines their views on work/life balance, employer progress, financial concerns, mental health, workplace harassment, and climate action.

Main Points

Employer Progress and Expectations

Work/life balance and flexibility: Gen Zs and millennials are more satisfied with their work/life balance and workplace flexibility compared to pre-pandemic times.
Diversity, Equity, and Inclusion (DEI): Employers have made progress in DEI initiatives, and both generations feel this is an area of improvement.
Climate action: A growing number of respondents believe businesses are taking action on climate change, though this belief is not universal.
Societal impact: Despite some progress, less than half of respondents believe that businesses have a positive societal impact.

High Expectations for Business

Gen Zs and millennials expect businesses to play a significant role in addressing social and environmental issues.
Business leaders' role: They rank business leaders third in importance for tackling social issues, after politicians and social justice/sustainability advocates.
Ethical considerations: Many respondents have turned down jobs or assignments due to ethical concerns, such as environmental sustainability, mental health support, and gender equality.

Financial Concerns

Cost of living: This is the top societal concern for both generations, with Gen Zs at 35% and millennials at 42%.
Living paycheck to paycheck: Over half of both generations (51% of Gen Zs and 52% of millennials) live paycheck to paycheck.
Side jobs: A significant number (46% of Gen Zs and 37% of millennials) have taken on side jobs to manage financial pressures.
Economic anxiety: Financial concerns are a major driver for taking on side jobs, but they also make it harder for respondents to plan for the future, including career advancement, promotions, and family planning.

Work/Life Balance

Importance of balance: Work/life balance is the top trait admired in peers and a key consideration when choosing an employer.
Remote/hybrid work: These work arrangements are highly valued, with 77% of Gen Zs and 75% of millennials considering a job change if forced to work on-site full-time.
Career decisions: Many respondents are prioritizing work/life balance over traditional career advancement paths, with part-time work and condensed four-day weeks seen as potential solutions.

Mental Health

Stress and anxiety: Nearly half of Gen Zs and 40% of millennials report feeling stressed or anxious at work regularly.
Burnout: Increasing levels of burnout are linked to work-related pressures, including heavy workloads and poor work/life balance.
Mental health support: While many employers are taking mental health more seriously, support and resources are still underutilized due to stigma.

Workplace Harassment

Prevalence: Over 60% of Gen Zs and 50% of millennials have experienced harassment or microaggressions in the past year.
Types of harassment: Inappropriate emails, physical advances, and exclusion are common.
Reporting and handling: While most report incidents, only a third feel the issues were handled effectively. Women, non-binary, and LGBT+ individuals are less likely to report harassment.

Climate Action

Concerns: Climate change remains a top concern, though its priority has slightly decreased due to financial pressures.
Sustainability efforts: Most respondents actively try to minimize their environmental impact, but financial constraints may hinder these efforts.
Employer expectations: There is a demand for greater climate action and skills training from employers to support the transition to a low-carbon economy.

Key Takeaways for Business Leaders

Improve work/life balance: Offering flexibility and better balance is crucial to attracting and retaining talent.
Enhance DEI and climate initiatives: Both generations expect more progress in these areas and are willing to align with employers that reflect these values.
Address financial concerns: Economic pressures significantly impact job satisfaction and future planning, and businesses should consider how to support employees financially.
Support mental health: While awareness is growing, more tangible support and reduced stigma are needed to improve mental health outcomes.
Foster inclusivity and ethical alignment: Respondents are more likely to reject employers that do not align with their values, especially on issues like sustainability and gender equality.