2018千禧一代调查（英文版）_30页_4mb

2018 Deloitte Millennium Survey Summary

Core Content

The 2018 Deloitte Millennium Survey highlights the growing disillusionment among millennials and Gen Z with corporate priorities and their impact on society. The survey, conducted across 36 countries, involved 10,455 millennials and 1,844 Gen Z respondents, revealing a significant shift in how young workers perceive business and its role in addressing global challenges.

Main Findings

1. Disillusionment with Business

• Millennials are increasingly disappointed with the motives and ethics of businesses, with their views declining sharply after a previous upward trend.
• A majority (67%) of millennials believe that businesses "have no ambition beyond wanting to make money," up from 50% in 2017.
• Three-quarters of millennials feel that businesses focus on their own agendas rather than considering the wider society.
• The survey shows a stark mismatch between what millennials believe businesses should achieve and what they perceive as actual corporate priorities.

2. Concerns for Society and Environment

• Climate change and income inequality have become top concerns for millennials, with climate now a top-five issue in emerging markets.
• There is a strong correlation between concern for environmental issues and overall attitudes toward business.
• Millennials and Gen Z view diversity as a tool for improving business performance and professional development, not just as a demographic or quota issue.

3. Diversity and Inclusion

• Millennials and Gen Z define diversity as tolerance, inclusiveness, respect, and different ways of thinking.
• Educational background diversity is a major concern, especially in emerging markets.
• Companies with diverse leadership teams are perceived as more ethical, innovative, and supportive of employee development.
• Millennials in diverse organizations are more likely to feel their workplaces are motivating and stimulating (69% vs. 43%).

4. Industry 4.0 and Skill Development

• Millennials feel unprepared for the changes brought by Industry 4.0 and are seeking support from employers to develop necessary skills.
• They value innovation, creativity, and talent development more than profit-driven goals.
• Companies that are adapting to and advancing Industry 4.0 are seen as more progressive and supportive of employee growth.

5. Loyalty and Job Satisfaction

• Loyalty to employers is waning, with 43% of millennials planning to leave within two years.
• The gap between those planning to stay beyond five years and those leaving within two years has widened to 15 points.
• Gen Z shows even less loyalty, with 61% planning to leave within two years.
• Millennials prioritize good pay and positive workplace culture, while Gen Z values a positive workplace culture more than financial rewards.

6. Perception of Business Leaders

• Millennials rate business leaders more positively than political or religious leaders (44% positive vs. 19% for political leaders).
• Despite this, 40% of millennials still see business leaders as having a negative impact.
• There is a clear opportunity for business leaders to step up and demonstrate a stronger commitment to societal and environmental issues.

7. Economic and Social Outlook

• Millennials are more optimistic about the economic future than the social and political situation.
• In emerging markets, 57% of millennials expect to be happier than their parents, while in developed markets, only 31% do.
• Gen Z is more optimistic about the economic future but also more pessimistic about career opportunities compared to older generations.

Key Factors Influencing Loyalty

• Financial Rewards: Important for millennials, especially as they save for their children's education and face high housing costs.
• Positive Workplace Culture: A top priority for both generations.
• Flexibility: Seen as essential for job satisfaction.
• Opportunities for Continuous Learning: Critical for career development.
• Diversity and Inclusion: Perceived as a sign of a forward-thinking and supportive organization.

Conclusion

The survey underscores a need for businesses to align with the values of younger generations, particularly in terms of social responsibility, innovation, and employee development. Millennials and Gen Z are not just seeking financial gain but also a sense of purpose and ethical leadership. Companies that demonstrate a commitment to these values are more likely to attract and retain young talent, ultimately contributing to better financial performance and long-term success.