In comparison to the six in 10 respondents who believe AI skills are important for the future, more than eight in 10 (86% of Gen Zs and 85% of millennials) believe soft skills are somewhat or highly required. Nearly two-thirds of workers in these generations (63% of Gen Zs and 65% of millennials) worry that gen AI will eliminate jobs. Among Gen Zs, 70% say they are developing skills to advance their careers once a week or more, compared to 59% of millennials (those born between January 1983 and December 1994) who say the same.

• Deciding the career for you is more than simply “landing the job.” It’s finding a place where you know you make a difference each day, where you can be your most authentic self.
• Fewer than six in 10 Gen Zs (52%) and millennials (58%) rate their mental well-being as good or very good in this year’s survey.
• Although a university or college degree remains valuable, 31% of Gen Zs and 32% of millennials in this year’s report say they decided not to pursue higher education.
• Deloitte uniquely understands your business and cybersecurity challenges and opportunities.

However, if you are still early in your studies or exploring different career paths, we invite you to explore our other internship opportunities. If you are ready to accelerate your career growth and make a real-world impact, Amplify is for you. Over 12 weeks, you will immerse yourself in Deloitte’s culture and ways of working, tackle real business challenges, and receive mentorship from industry leaders, all while creating meaningful impact. Please see /about to learn more.

Complex problems need smart solutions

Gen Zs, defined in our research as the generation born between January 1995 and December 2006, may be more focused on work/life balance than climbing to the top of the corporate ladder, but they don’t lack ambition. This year’s data reveals that learning and development opportunities, along with investments in financial security, meaning, and well-being, may be key to attracting, engaging, and retaining a strong Gen Z and millennial workforce. From seeking out more flexibility to prioritizing mental health and meaningful impact, they’re rejecting traditional notions and structures of work in pursuit of their own definitions of career satisfaction and growth. They’ve been called job hoppers, purpose seekers, and side hustlers when it comes to how they navigate the world of work. As Deloitte’s Global Chief People and Purpose Officer, Elizabeth Faber leads the development and execution of strategies that foster a distinct, inclusive talent experience and promote environmental and social impact. Deloitte Insights and our research centers deliver proprietary research designed to help organizations turn their aspirations into action.

• We go beyond traditional auditing, transforming the process into an opportunity for insight and understanding.
• It makes sense, then, that both generations are focused on training and developing skills to prepare them to work alongside gen AI.
• This year’s data reveals that learning and development opportunities, along with investments in financial security, meaning, and well-being, may be key to attracting, engaging, and retaining a strong Gen Z and millennial workforce.
• What’s more, Gen Zs are increasingly spending their off-hours time building those skills, with 67% saying they are developing skills outside of working hours, either before or after work, or on their days off.
• At Deloitte, you will be encouraged to embrace leadership opportunities at every level to help shape and innovate the future direction of our business.
• DTTL (also referred to as “Deloitte Global”) does not provide services to clients.

How can organizations support Gen Z and millennial workers in finding the sweet spot in their learning and development journey? They say soft skills like communication, leadership, empathy, and networking are most important, closely followed by time management skills and industry-specific knowledge (figure 1). What’s more, Gen Zs are increasingly spending their off-hours time building those skills, with 67% saying they are developing skills outside of working hours, either before or after work, or on their days off.

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From learning to leadership, this is your chance to take your career to the next level.

Among those who report positive mental well-being, 67% of Gen Zs and 72% of millennials feel their job allows them to make a meaningful contribution to society. These generations are also worried about their financial futures, with about 40% of Gen Zs and millennials indicating they are concerned about their ability to retire comfortably. In contrast, among those who feel financially insecure, only 28% of Gen Zs and 31% of millennials say they are happy. Among our respondents, 60% of financially secure Gen Zs and 68% of financially secure millennials say they felt happy with their life over the past year.

Audit & Assurance

If we have selected the wrong experience for you, please change it above. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the “Deloitte” name in the United States and their respective affiliates. Deloitte Insights and our research centers deliver proprietary research designed to help organizations turn their aspirations into action. Leaders are in a unique position to drive progress on human sustainability and hold organizations accountable for workplace well-being. Deloitte’s latest Human Capital Trends report explores how organizations can navigate tensions in the evolving worker-organization relationship.

Leveraging the full strength and global experience of Deloitte, to provide the insights, tools and tailored strategies private businesses need to navigate an ever-changing world. As organizations work to engage Gen Z and millennial workers, it’s clear that financial security, well-being, and finding meaning in work aren’t just buzzwords—they’re deeply connected aspects of what these generations value and seek out as they grow their careers. Meanwhile, 40% of Gen Zs and 34% of millennials say they feel stressed or anxious all or most of the time, roughly consistent with last year—and much of that stress comes from their job, according to respondents. And 28% of Gen Zs and 27% of millennials said they were concerned that higher education offered limited practical experience.

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The important role of leaders in advancing human sustainability

While money, meaning, and well-being may seem like separate and often competing priorities, the survey data reinforces how tightly interconnected each of these areas are in how Gen Zs and millennials are seeking to grow in their careers. It’s clear that building careers through skill development is a top priority for Gen Zs and millennials. When asked about their concerns with the current higher education system, 40% of Gen Zs and 38% of millennials said the high cost of tuition was their primary concern.

To do this, we are empowering our 7.500 people to be future leaders in sustainability, with Deloitte their platform to make an impact that matters through our clients. Using our strong relationships and proven experience in transformation, we make courageous, purposeful and even unexpected connections that inspire meaningful action. Deloitte helps to close the gap between ambition and impact by empowering our clients with insight, daman game app support and practical advice. Deloitte uniquely understands your business and cybersecurity challenges and opportunities. Rich experience. Click here to access an essential advisory for career aspirants.

Deloitte’s Strategy, Risk & Transactions services help businesses make strategic decisions, navigate transactions, and manage risk. Deloitte’s Audit & Assurance function strengthens trust in financial reporting while providing insights that help businesses manage risk and enhance performance. Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited (“DTTL”), its global network of member firms, and their related entities (collectively, the “Deloitte organization”). Please see /about to learn more about our global network of member firms. Whether you’re starting up or in the Fortune Global 500, tap into our broad range of services and solutions to help your business thrive.

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Please see /about to learn more about our global network of member firms. Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. Deciding the career for you is more than simply “landing the job.” It’s finding a place where you know you make a difference each day, where you can be your most authentic self.

How can organizations find the sweet spot in this trifecta and create environments where Gen Z and millennial workers feel truly supported and fulfilled? For organizations, addressing these interconnected priorities is not only a strategy for enhancing worker happiness but also an important approach to attracting and retaining talent. In qualitative interviews this year, Gen Zs and millennials indicated that while making a meaningful contribution to society is important to them, it doesn’t always need to be achieved at work. Perhaps it is because work is such a significant component of their personal identities that so many want their work to be purpose driven. And that sense of purpose is critical for these generations, whose definition of growth includes contributing to something bigger than themselves.

Get in touch with our Sustainability team

Deloitte Omnia is our end-to-end global audit platform for larger audits, including publicly listed entities. If you have a background in accounting, economics, law, or technology, and strong analytical and problem-solving skills, join us to help businesses thrive in a dynamic regulatory landscape. We provide tax advisory, compliance, and legal services, alongside payroll solutions and business process outsourcing to drive efficiency and compliance.

Leaders from large financial services firms say AI implementation in talent management has been limited. And when organizations prioritize financial security, well-being, and purpose, they show their Gen Z and millennial workers that they genuinely care about their holistic development and overall happiness. A majority of Gen Zs (89%) and millennials (92%) consider a sense of purpose to be very or somewhat important for their job satisfaction and well-being, up from 86% of Gen Zs and 89% of millennials in 2024.