2018德勤千禧一代年度调研报告（英文版）_30页_4mb

2018 Deloitte Millennium Survey Summary

Core Content

The 2018 Deloitte Millennium Survey highlights the evolving expectations of millennials and Generation Z (Gen Z) regarding corporate responsibility, workplace culture, and the impact of Industry 4.0. The survey, based on responses from 10,455 millennials and 1,844 Gen Z individuals across 36 countries, reveals a growing disillusionment with corporate priorities and a strong desire for leaders to align with societal values.

Main Findings

1. Disillusionment with Business

• Millennials are increasingly disappointed with business, as their views on corporate ethics and societal impact have declined over the past two years.
• Only 48% believe corporations behave ethically, and 47% think business leaders are committed to improving society.
• 75% of millennials believe businesses focus on their own agendas rather than on society.
• 67% of millennials in mature economies and 63% globally believe businesses have no ambition beyond making money.

2. Industry 4.0 and Preparedness

• Millennials admire companies adapting to Industry 4.0, but lack confidence in their own ability to succeed in this environment.
• They expect businesses to help them develop necessary skills, including "soft skills" like emotional intelligence and creativity.
• 69% of millennials in diverse organizations believe their workplaces are motivating and stimulating, compared to 43% in non-diverse ones.
• 78% of millennials in diverse organizations report strong financial performance from their companies, versus 65% in non-diverse ones.

3. Diversity and Inclusion

• Millennials and Gen Z correlate diversity with a forward-thinking mindset, viewing it as a tool to enhance business and professional performance.
• Diversity is not just about demographics; it includes tolerance, inclusiveness, respect, and different ways of thinking.
• Educational background diversity is a key concern, especially in emerging markets, where 52% of millennials and 77% in China see it as an important area to address.
• Only 16% of millennials believe their organizations are "very diverse," while 48% think they are diverse.

4. Leadership and Impact Perception

• Millennials see business leaders as more positively impactful than political or religious leaders.
• 44% of millennials believe business leaders are making a positive impact, compared to 19% for political leaders and 16% for religious leaders.
• There is a stark leadership void that companies must address to meet young workers' expectations.

5. Career and Economic Outlook

• 45% of millennials are optimistic about economic improvement in their countries, with 53% in emerging markets and 37% in mature markets.
• Only 33% believe their countries' social and political situations will improve, with 33% expecting them to worsen.
• Gen Z shows more economic optimism than social progress expectations, with 57% in emerging markets and 39% in developed markets.
• 43% of millennials expect to be happier than their parents, a slight decline from 2017.
• 61% of employed Gen Z respondents expect to leave their jobs within two years, reflecting a lower loyalty than millennials.

6. Loyalty and Retention

• 43% of millennials expect to leave their jobs within two years, with only 28% planning to stay beyond five years.
• 51% of millennials believe their organizations prioritize profit, with 57% of those planning to leave.
• Innovation and societal improvement are seen as more important by loyal millennials (35% and 31%) than by those planning to leave (28% and 21%).

Key Factors Influencing Loyalty

• Financial rewards are the top factor for millennials.
• Positive workplace culture is the second most important.
• Flexibility and opportunities for continuous learning are also key for both generations.
• Diversity and inclusion in leadership teams are strongly linked to employee loyalty and satisfaction.

Conclusion

The survey underscores that young workers are demanding more from business leaders, who must prioritize societal impact, innovation, and employee development to retain talent. While diversity and flexibility are important, ethical behavior and alignment with broader goals are critical for building trust and loyalty. The gig economy is seen as an attractive alternative, especially in emerging markets. With Industry 4.0 reshaping the workplace, companies must adapt to these expectations to thrive in the future.