What Gen Z and millennials really want (and won’t compromise on) at work

This insight comes from Deloitte’s 14th annual Global Gen Z and Millennial Survey, which highlights how these generations are redefining workplace expectations. Their views on Diversity, Equity, and Inclusion (DEI) are reshaping how organisations must recruit, retain, and cultivate talent.

The study captured the views of 23,482 respondents—14,751 Gen Zs and 8,731 Millennials—from 44 countries across six continents. These voices span diverse work situations, including full-time employment, gig work, unpaid roles, and unemployment, offering a panoramic view of how young workers think and feel about the evolving workplace.

The research paints a rich picture of generational sentiment. 

For many young professionals, work is part of who they are. Some 41% of Gen Z and 46% of Millennials view their job as central to their identity, second only to relationships with friends and family. And with this identity-driven view comes a strong demand for purpose.

Purpose, as defined by respondents, varies from adequate salary and skill development to value-driven work and societal contribution. An overwhelming 89% of Gen Z and 92% of Millennials say a sense of purpose is key to their job satisfaction and well-being.

A further 40% have declined job opportunities based on ethics or personal beliefs—clear evidence that DEI and value alignment are deal-breakers.

Interestingly, when they cannot find direct purpose at work, some prioritise flexibility and salary to support causes outside the workplace. 

Mental health is a key concern. Only 52% of Gen Z and 58% of Millennials rate their mental health as good or very good. For Gen Z in particular, mental well-being is the second most pressing societal issue, trailing only the cost of living.

The workplace plays a significant role in their mental state. One-third of respondents say their job is a major source of stress.

Manager´s rol is seen as essential to fostering a healthy culture. While over 40% believe their managers should be creating inclusive, positive environments, only 22% of Gen Z and 21% of Millennials feel that’s currently happening. The disconnect is stark and signals a leadership gap in delivering inclusive team dynamics.

Furthermore, stigma around mental health persists. While around two-thirds feel comfortable discussing their mental health with their line manager, 26% still fear discrimination if they do. This has real consequences: although the majority have needed time off due to stress (74% of Gen Z, 68% of Millennials), many did not take it—and when they did, nearly half cited alternative reasons.

While sustainability isn’t a traditional DEI metric, it represents broader ethical alignment—another area where Gen Z and Millennials expect action.

Around 23% of Gen Z and 22% of Millennials have investigated a potential employer’s environmental impact before accepting a job. A smaller but significant number (15% and 13%, respectively) have left a job due to environmental concerns.

This collective advocacy often goes hand-in-hand with expectations for transparent, socially responsible business practices—including a credible commitment to DEI.

There’s also a noticeable trust gap. While executives may be optimistic about their ESG efforts, 80% of Gen Z and Millennials believe businesses could—and should—do more to operate sustainably. Their scepticism in this area reflects broader concerns around whether companies are truly walking the talk.