Every generation brings its own perspective to the workplace, shaped by the social, economic, and technological landscape in which it grew up. For employers, understanding these perspectives is key to attracting, engaging, and retaining talent.
Generation Z refers to those born between 1997 and 2012, while Millennials were born between 1981 and 1996. Together, these groups make up a significant and growing proportion of the global workforce — and their expectations of work are redefining what it means to be a modern employer.
But what exactly do Gen Z and Millennials want from work? And how do their priorities differ from those of previous generations?
A recent global Deloitte survey of over 20,000 Gen Z and Millennial workers revealed three powerful themes shaping how these generations view their careers and their employers.
1. They are values-driven and want to make a difference
Purpose matters deeply to Gen Z and Millennials. They are drawn to employers whose values align with their own and who empower them to make a positive impact on society.
For these generations, work isn’t just a way to earn a living – it’s a way to live their values. According to Deloitte, 44% of Gen Zs and 37% of Millennials have rejected assignments because of ethical concerns. Similarly, 39% and 34%, respectively, have turned down job offers from organisations that did not align with their beliefs or social priorities.
Employers that demonstrate a clear sense of purpose – through authentic social impact initiatives, inclusive practices, and transparent leadership – are far more likely to attract and retain talent from these generations. Today’s candidates are researching company ethics, culture, and leadership credibility before even submitting an application.
2. They crave balance, flexibility, and wellbeing
The Covid-19 pandemic marked a profound shift in how people view work, but it was especially significant for younger generations. Gen Z and Millennials have redefined what success looks like – prioritising wellbeing, balance, and flexibility over long hours and traditional career ladders.
This shift has driven interest in four-day work weeks, hybrid models, and flexible hours that allow people to integrate work with the rest of their lives. Many are also advocating for fairer career progression for part-time employees and greater recognition of mental health at work.
For employers, the message is clear: flexibility and wellbeing are no longer “nice to have” benefits – they are essential components of a competitive employee value proposition. Organisations that listen to their workforce and adapt policies to reflect changing expectations are better placed to attract and retain this talent.
3. They care deeply about the planet and the future
Climate change and environmental sustainability are central concerns for Gen Z and Millennials. Deloitte’s survey found that 50% of Gen Zs and 46% of Millennials are actively pressuring businesses to act on climate change.
For these workers, an employer’s environmental record can be a deal-breaker. Many will research a company’s sustainability policies and carbon footprint before accepting a job offer. They expect organisations not only to reduce their impact but also to contribute positively – for example, by embedding sustainability into their operations, products, and culture.
These generations also see employers as having a responsibility to prepare the workforce for a greener economy. They value organisations that provide training and skills development to support the transition to low-carbon industries and sustainable business practices.
What this means for employers
The aspirations of Gen Z and Millennials highlight a broader cultural shift: one that prioritises purpose, wellbeing, and sustainability alongside profit. For employers, the opportunity is to create workplaces that are not only productive but also values-led and people-centred.
By fostering an inclusive culture, embracing flexibility, and committing to genuine social and environmental action, organisations can build stronger engagement, loyalty, and performance among their emerging workforce.
At HR Surgery, we help organisations adapt to these evolving expectations – supporting leaders to shape people strategies that attract and inspire the next generation of talent.
If your organisation is rethinking its approach to culture, values, or employee engagement, get in touch to find out how we can help you build a workplace where every generation can thrive.
