2018德勤千禧一代年度调研报告（英文版）-4mb

2018 Deloitte Millennial Survey Summary

Core Content

The 2018 Deloitte Millennial Survey highlights the growing concerns and expectations of millennials and Gen Z regarding the role of business in society, the impact of Industry 4.0, and the importance of diversity and inclusion in the workplace. The survey, based on responses from 10,455 millennials and 1,844 Gen Z respondents across 36 countries, reveals a significant shift in how young workers perceive corporate responsibility and leadership.

Main Findings

1. Disillusionment with Business

• Millennials are increasingly disillusioned with the business world, with a marked decline in their perception of corporate ethics and social responsibility.
• Only 48% believe corporations behave ethically, down from 65% in the previous year.
• 47% believe business leaders are committed to improving society, a sharp drop from 62%.
• Three-quarters of millennials believe that global businesses focus on their own agendas rather than society at large.
• Nearly two-thirds believe companies have no ambition beyond making money, up from 50% in 2017.

2. Industry 4.0 and Skill Development

• Millennials feel unprepared for the changes brought by Industry 4.0, including robotics, AI, and the internet of things.
• They expect businesses to help them develop the necessary skills, particularly "soft" skills such as creativity, emotional intelligence, and talent development.
• 78% of millennials in diverse organizations report their companies perform strongly in generating profits, compared to 65% in non-diverse ones.

3. Diversity and Inclusion

• Diversity is viewed as a key factor in employee loyalty and satisfaction.
• Millennials and Gen Z associate diversity with a forward-thinking mindset, not just demographic representation.
• 69% of millennials in diverse organizations see their work environments as motivating and stimulating.
• 64% of millennials believe their organizations are diverse, but only 16% think they are "very diverse and completely reflect wider society."

4. Leadership and Social Impact

• Millennials see business leaders as having a more positive impact than political or religious leaders.
• Only 19% believe political leaders make a positive impact, compared to 71% who see them as negative.
• 44% believe business leaders have a positive impact, showing a clear preference for corporate leadership.

5. Loyalty and Turnover

• Loyalty among millennials is at a two-year low, with 43% planning to leave their jobs within two years.
• Only 28% intend to stay with their employers beyond five years.
• Gen Z shows even less loyalty, with 61% planning to leave within two years.
• Young workers are motivated by a positive workplace culture, financial rewards, and opportunities for growth.

6. Economic and Social Outlook

• Millennials are more optimistic about the economic future than the social and political one.
• 45% expect economic improvement in their countries, while only 33% anticipate social progress.
• Gen Z shows more economic optimism, especially in emerging markets, but also expresses concerns about career opportunities.
• In emerging markets, 57% of millennials expect to be happier than their parents, compared to 31% in developed markets.

Key Information

• Survey Methodology:
  • 10,455 millennials (born between 1983–1994) and 1,844 Gen Z (born between 1995–1999) were surveyed.
  • The survey included responses from both developed and emerging markets.
• Diversity Perception:
  • Millennials and Gen Z define diversity as tolerance, inclusiveness, respect, and different ways of thinking.
  • Educational background, age, and gender are seen as key diversity issues.
• Leadership Expectations:
  • Millennials and Gen Z expect leaders to be proactive in making a positive societal impact and to support employee development.
  • They are more likely to stay with companies that align with their values and provide meaningful work.

Conclusion

The survey underscores a growing disconnect between the perceived values of millennials and Gen Z and the actual practices of businesses. Young workers are seeking more from their employers, including ethical behavior, diversity, and preparation for the future of work. Companies that align with these values are more likely to attract and retain talent, and to achieve better financial performance. The time is ripe for business leaders to step up and demonstrate a commitment to societal improvement and employee well-being.