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Deloitte Global 2024 Gen Z and Millennial Survey
Country profile: India
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Methodology and global key messages
Key global findings:
Marking its 13th annual edition, Deloitte’s 2024 Gen Z and millennial Survey connected with more than 22,800 respondents in 44 countries to
explore their attitudes about work and the transforming world around them.
Respondents are cautiously optimistic about the social and economic outlook. Nearly one-third of Gen Zs and millennials are optimistic that the economy in
their country will improve within the next year. This optimism extends to their personal finances with many expecting their financial circumstances to
improve. Despite this, financial insecurity is a significant issue, as over half of both groups are living paycheck to paycheck. There is also some uncertainty
about the social and political situation as many countries approach pivotal elections.
Purpose influences workplace satisfaction. The vast majority say purpose is important to their overall job satisfaction and well-being. These generations are
willing to reject assignments or employers that don’t align with their ethics. When employers take that feedback and respond positively, employee loyalty
tends to be much higher.
Environmental sustainability is driving career decisions and consumer behaviors. Environmental sustainability remains a top concern for Gen Zs and
millennials, and it is the top societal challenge which respondents feel businesses have the opportunity and necessary influence to drive change on. Gen Zs
and millennials are pushing business to take action, through their career decisions and their consumer behaviors.
Positive perceptions of GenAI increase with more hands-on experience, but so do workplace concerns. Gen Zs and millennials are feeling uncertain about
GenAI and its impact on their careers. Those who frequently use GenAI are more likely to trust the technology and believe it will improve the way they work,
but they’re also more likely to have concerns, such as believing it will lead to the elimination of jobs. Amid uncertainty, both generations are thinking about
how to adapt and focusing on reskilling.
Work/life balance and flexibility remain paramount as return to office strategies yield mixed results. An increase in return to office strategies over the last
year is yielding mixed results. Some report benefits like improved engagement, connection and collaboration, while others are experiencing negative
outcomes like increased stress and decreased productivity. What is clear is that work/life balance and flexibility remain critical for these generations.
Work/life balance is once again their top consideration when choosing an employer, and the drive for flexibility is increasing the popularity of less traditional
employment models, from part-time roles, and job-sharing, to side gigs.
As workplace factors contribute to stress levels, employers must stay focused on supporting better workplace mental health. Stress levels continue to be
very high among Gen Zs and millennials and only about half of respondents say their mental health is good or extremely good. Financial concerns, and family
welfare are major stressors, alongside job related factors such as long working hours and not being recognized for their work. Many respondents believe their
employers are taking mental health seriously, but managers and senior leaders should be doing more to address stigma.
Our methodology:
The 2024 Gen Z and millennial
Survey solicited the views of
14,468 Gen Zs and 8,373
millennials (22,841 respondents
in total), from 44 countries across
North America, Latin America,
Western Europe, Eastern Europe,
the Middle East, Africa and Asia
Pacific.
Fieldwork was conducted
between November 2023 and
March 2024.
As defined in the study, Gen Z
respondents were born between
January 1995 and December
2005, and millennial respondents
were born between January 1983
and December 1994.
The following deck examines how India’s Gen Zs and millennials stand out from their global counterparts on these key themes.
2
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Education
6% 11% 10% 74%
Pursuing/gained trade qualification Pursuing university degree
Gained high school degree Gained university degree
Country profile: India
800 total respondents in India: 500 Gen Zs and 300 millennials
GEN Z PROFILE
Gender
51% 49%
Identify as male Identify as female
Parents
32% 68%
Yes No
Education
4% 42% 14% 6% 34%
Pursuing/gained trade qualification Pursuing university degree
Pursuing high school degree Gained high school degree
Gained university degree
MILLENNIAL PROFILE
Gender
49% 51%
Identify as male Identify as female
Parents
84% 16%
Yes No 2
Employment
41%
15%
6%
27%
9%
Working full-time
Working part-time
Temporary or freelance
Full-time education
Not working/unpaid
Job seniority
12%
16%
27%
19%
6%
21%
Trainee/apprentice/intern
Junior executive
Midlevel executive
Senior executive
Head of department
Senior management/board
Organization size
45%
10%
20%
23%
3%
Under 100
100-249
250-999
1,000+
Don't know/Not sure
Employment
73%
10%
3%
1%12%
Working full-time
Working part-time
Temporary or freelance
Full-time education
Not working/unpaid
Job seniority
2% 7%
21%
29%
12%
29%
Trainee/apprentice/intern
Junior executive
Midlevel executive
Senior executive
Head of department
Senior management/board
Organization size
24%
12%
23%
40%
0%
Under 100
100-249
250-999
1,000+
Don't know/Not sure
3
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
• Indian respondents are generally more optimistic about the next twelve months—with millennials particularly positive on the economic situation.
• Indian millennials are similarly more likely than Gen Z to feel they have influence over societal challenges—most notably on technology and education.
Percentage of respondents who expect the following to improve over the next 12 months:
27% 28%
25% 26%
47% 49%
49% 50%
2023 2024
30% 32%
27% 31%
56% 58%
65% 65%
2023 2024
44% 48%
35%
40%
63% 62%
62% 64%
2023 2024
Global Gen Zs Global millennials India Gen Zs India millennials
57% 56%
51% 51% 50%
55%
42% 42%
56% 53%
46% 47% 46% 50%
40% 39%
74% 70% 71% 73% 72% 76%
68%
62%
74% 74% 74% 73%
79% 81%
73% 69%
Protecting the
environment
Mental health awareness Human rights Social equality Ethical use of technology Access to education Overall direction of their
country
Poverty alleviation
Global Gen Zs Global millennials India Gen Zs India millennials
Overall economic situation Their personal financial situation Overall social/political situation
Social and economic / financial outlook
Percentage of respondents who feel they have moderate or significant influence over the following societal issues:
4
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Top concerns:
India Gen Zs
29%
23%
21%
19%
18%
Education, skills & training
Unemployment
Climate change
Sexual harassment
Mental health of my generation
Global Gen Zs
India millennials
30%
24%
24%
23%
21%
Climate change
Health care/disease prevention
Unemployment
Education, skills & training
Economic growth
Global millennials
17%
19%
20%
21%
34%
Crime/personal safety
Mental health of my generation
Climate change
Unemployment
Cost of living
• Indian Gen Zs are most worried about education, with concerns about sexual harassment also more prevalent than the global average.
• Indian millennials are most concerned about climate change, with unemployment, education and economic growth all above the global average.
Top concerns
19%
19%
19%
23%
40%
Political instability/ global conflicts
Health care/disease prevention
Crime/personal safety
Climate change
Cost of living
5
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
89% 96%
85%
84% 89%
Percentage of respondents who said having a sense of purpose in their job
is somewhat/very important for their job satisfaction and well-being:
of Gen Zs in India
vs. 86%of
Gen Zs globally
of millennials in India
vs. 89%of
millennials globally
Percentage of respondents who have rejected an assignment,
or a potential employer based on their personal ethics/beliefs:
50% 44%
43% 40%
69% 64%
67%
57%
Assignment/project Potential employer
Global Gen Zs Global millennials India Gen Zs India millennials
Percentage of respondents who said they are somewhat/very satisfied
with the alignment of their current organization’s values and purpose
with their own:
of Gen Zs in India
vs. 71%of
Gen Zs globally
of millennials in India
vs. 72%of
millennials globally
90%
Percentage of respondents who said their current job gives them a sense
of purpose (those saying yes - somewhat/yes – a lot):
of Gen Zs in India
vs. 81%of
Gen Zs globally
of millennials in India
vs. 82%of
millennials globally
• Both generations (and particularly millennials) are more likely than the global average to say having a sense of purpose in their jobs is important and that they have it.
• Values alignment is also much more important for both generations than the global average, with Gen Zs more likely to have rejected work based on ethics.
Purpose
6
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Percentage of respondents who believe that business is having a
fairly/very positive impact on the wider society in which they operate:
Percentage of respondents in India who think businesses should play
a role in addressing social inequality in the following areas:
40%
43%
47%
42%
34%
36%
38%
43%
Ensuring equal pay/pay transparency
Creating inclusive employment opportunities
Ensuring that evolving new technologies are not
deepening social inequalities
Supporting educational programs, scholarships,
and mentorships
India Gen Zs India millennials
of Gen Zs in India
vs. 49%of
Gen Zs globally
of millennials in India
vs. 47%of
millennials globally
74% 81%
Percentage of respondents who think that business has a moderate or significant influence over the following societal issues:
65% 65% 63% 62% 61% 60% 60% 58%
68% 65% 63% 61% 60% 58% 61% 58%
69%
77%
70% 68%
78%
70% 68% 73%
79% 82% 77% 77% 81%
75% 75% 76%
Protecting the
environment
Ethical use of technology Social equality Human rights Overall direction of their
country
Mental health awareness Poverty alleviation Access to education
Global Gen Zs Global millennials India Gen Zs India millennials
• Both generations are more positive than the global average about business having a positive societal impact (particularly millennials).
• Indian millennials think businesses have the most influence over the ethical use of technology, direction of the country and protecting the environment.
Business and societal impact
7
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
In the last month, I have felt worried or anxious about climate change
of Gen Zs in India
vs. 62%of
Gen Zs globally
of millennials in India
vs. 59%of
millennials globally
83% 83%
of Gen Zs in India
vs. 73%of
Gen Zs globally
of millennials in India
vs. 77%of
millennials globally
84% 90%
I actively try to minimize my personal impact on the environment
of Gen Zs in India
vs. 77%of
Gen Zs globally
of millennials in India
vs. 79%of
millennials globally
86% 93%
Governments should play a bigger role in pushing business to address
climate change
of Gen Zs in India
vs. 79%of
Gen Zs globally
of millennials in India
vs. 81%of
millennials globally
89% 92%
Business could, and should, do more to enable consumers to make more
sustainable purchasing decisions
Percentage of respondents selecting agree or strongly agree to the following statements:
• Both generations are more concerned about climate change than the global average, with millennials leading the charge on trying to reduce personal impact.
• Indian millennials are also even more likely than Gen Zs to think governments should be pushing business to address climate change, and for businesses to help consumers
make more sustainable purchases.
Environmental sustainability is everyone’s responsibility
8
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
41% 37% 41% 44%
33%
33% 31% 36%
28%
45%
44% 41% 46% 48%
35%
33% 35% 39%
31%
51%
Avoid buying fast fashion Reduce air travel Research companies' environmental
impact before buying products from
them'
Eat a vegetarian/vegan diet Purchase an electric vehicle
India Gen Zs - already do/have done India Gen Zs - plan to in the future India millennials - already do/have done India millennials - plan to in the future
54%
64%
48%
63%
75%
84%
81%
93%
My colleagues and I have put pressure on our
employer to take action on climate change
I am willing to pay more to purchase
environmentally sustainable products or
services
Global Gen Zs Global millennials India Gen Zs India millennials
have stopped or lessened a relationship with a business because their products/services negatively impact the environment
31% of Gen Zs 35% of millennials in India
36% 34%
39% 35%
43% 38%
40% 35%
Research companies’ environmental impact
before accepting a job from them
Change job due to environmental impact
concerns
India Gen Zs - already do/have done India Gen Zs - plan to in the future
India millennials - already do/have done India millennials - plan to in the future
Career decisions to pressure employers to take climate action
Respondents who agree/strongly agree with the following statements Climate actions taken or planned
Consumer behaviors to pressure businesses to take climate action
• Indian Gen Zs and millennials are more likely than the global average to pressure their employers to take climate action, and to be willing to pay more for
sustainable products.
Career decisions and consumer behaviors driving climate action
9
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
51% of Gen Zs and 54% of millennials in India are frequent users of GenAI
at work (said they use it all or most of the time). Percentage of
respondents who agree/strongly agree that GenAI in the workplace will…
Percentage of respondents who think GenAI will improve the way
they work somewhat/a lot over the next 12 months
How respondents describe their engagement with GenAI training or
upskilling as a part of their professional development:
Percentage of respondents who
agree/strongly agree that their employer is
sufficiently training employees on the
capabilities, benefits, and value of GenAI
81%
Gen Zs in
India
88%
millennials in
India
17%
38%
26%
19%
16%
36%
25% 24%
39%
45%
12%
4%
40% 45%
8% 7%
Already undergone Plan to undergo within
the next 12 months
No plans Unsure about their plans
Global GenZs Global millennials India Gen Zs India millennials
of Gen Zs in India of millennials in India
80% 82%
81%
86%
91%
87%
84%
90%
96%
92%
82%
80%
81%
82%
89%
87%
88%
87%
Cause elimination of jobs
Require them to reskill and impact their
career decisions
Free up their time to focus on more
creative/strategic work
Free up their time and improve work/life
balance
India Gen Zs frequent users India Gen Zs total population
India millennials frequent users India millennials total population
• Indian respondents are excited about GenAI, whereas globally these generations feel more uncertain about it. Indian Gen Zs and millennials are about twice as likely to be
frequent users of GenAI compared to the global average, and the majority of respondents believe it will improve their work/life balance and the way they work.
• Indian respondents have had high engagement with GenAI, with 4 in 10 having undergone training (over double the global average).
GenAI at work – engagement and understanding
Top three emotions about GenAI in India
Gen Zs millennials
37% Excitement
30% Trust
23% Surprise
47% Excitement
43% Trust
24% Surprise
10
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Percentage of respondents who said that GenAI makes them feel the
following emotions:
38%
16%
35%
12%
49%
10%
44%
9%
Excitement Uncertainty
India Gen Zs - female India Gen Zs - male
India millennials - female India millennials - male
Percentage of respondents who agree/strongly agree they feel
comfortable working alongside GenAI systems and tools
54%
85%
63%
79%
52%
92%
62%
90%
Global India
Gen Zs - female Gen Zs - male millennials - female millennials - male
9%
11%
42%
38%
4%
6%
48%
42%
1%
10%
49%
40%
7%
13%
41%
39%
Unsure about their plans
No plans
Plan to undergo within the next 12 months
Already undergone
India Gen Zs - female India Gen Zs - male
India millennials - female India millennials - male
Percentage of respondents describing their engagement with GenAI
training or upskilling as a part of their professional development:
Globally, women are less likely to seek training around GenAI.
Percentage of respondents in India who have no plans to seek training:
13%
of Gen Zs
10%
of Gen Zs
6%
of millennials
11%
of millennials
Females Males
• Globally women are more uncertain about GenAI and less comfortable working with it. That trend doesn’t hold in India, where women are more likely to feel excited
about GenAI and are slightly more comfortable working with it than men.
• Genders are roughly balanced in having undergone training, with Gen Z men and millennial women the most likely to have training in the next year.
GenAI at work – gender differences
11
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
In India, 19% of Gen Zs and 16% of millennials say they decided not to
pursue higher education. The top five reasons were:
35%
29%
26%
22%
21%
29%
31%
20%
16%
27%
Seeking career paths that do not
require higher education
Family or personal circumstances
Higher education does not provide
skills for fast evolving technologies
Concern about future burden of
student loans
Financial constraints
India Gen Zs India millennials
Top three reasons why they left their previous organization:
5%
16%
26%
3%
22%
29%
21% 20% 19%
9% 14%
23%
Lack of opportunities to work
in-person in an office with
colleagues
Lack of career advancement
opportunities
Pay wasn't high enough
Global Gen Zs Global millennials India Gen Zs India millennials
Top three reasons why they chose to work for their organization:
25% 19% 18%
31%
20% 19%
27% 26% 23%
31% 33%
22%
Good work/life balance Positive workplace culture
(i.e., employees feel valued, a
sense of belonging, their
feedback is heard, etc.)
Opportunities to
progress/advance in my
career
Global Gen Zs Global millennials India Gen Zs India millennials
• Financial /personal circumstances were top reasons for millennials not to pursue higher education. Gen Zs attributed it to seeking career paths that don’t require it.
• Work/life balance and positive work culture are the top reasons Indian respondents chose their current employer, while Gen Zs were much more likely than millennials or
the global average to have left their employers due to a lack of opportunities to work in-person.
Higher education and what's driving career choices
12
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
15%
35%
51%
11%
33%
57%
28%
48%
24%
20%
51%
29%
Remotely Hybrid (any combination of
remote/at home and on-site
working)
Fully on-site
Global Gen Zs Global millennials India Gen Zs India millennials
Percentage of respondents who said that their company recently
implemented a return to office policy, and they are now required to be
on-site on certain days or full time:
Top three positive and negative impacts of return-to-office policies:
(India Gen Z respondents)
Their current way of working:
64%
36%
66%
34%
67%
33%
77%
24%
Yes No
Global Gen Zs Global millennials India Gen Zs India millennials
Positive:
• I feel more engaged and connected with
my organization and colleagues
• I have better routine and structure at
work
• I have noticed increased collaboration
and social interaction with my work
colleagues
Negative:
• It has negatively impacted me in a
financial sense (e.g., needing to pay for
the cost of commuting, staying in other
accommodation, or additional care etc.)
• It has negatively impacted my mental
well-being/increased my stress levels
• It has negatively impacted my ability to
meet my caregiving responsibilities
In which of the following areas should organizations focus to help foster
better work/life balance for their employees? - top three
24%
19%
15%
19%
17%
13%
27%
26%
19%
24%
24%
14%
Create more part-time jobs
Ensure that employees who work part-
time have comparable career
advancement opportunities to full-time
employees
Create more job-sharing options
Global Gen Zs Global millennials India Gen Zs India millennials
• Both generations are more likely than the global average to work hybrid, with Gen Zs more likely than millennials to work remotely.
• Gen Zs appreciate the in-person benefits of office working, but feel the financial / personal time constraints. They would like more part-time/job sharing options.
The impact of return-to-office strategies
13
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Percentage of respondents who say they feel anxious or stressed all
or most of the time:
Percentage of respondents who say their current, overall mental
well-being is good or extremely good:
of Gen Zs in India
vs. 51%of
Gen Zs globally
of millennials in India
vs. 56%of
millennials globally
64% 76%
46% 40%
39% 35%
53% 48%
45% 40%
2023 2024
Global Gen Zs Global millennials India Gen Zs India millennials
Top three factors contributing a lot to their feelings of anxiety
or stress: *asked only of those who feel anxious or stressed
40% of Gen Zs and 40% of millennials in India said that their job is a
factor contributing a lot to their feelings of anxiety or stress. These are
the top three aspects of their job contributing a lot to their feelings of
anxiety or stress:
50% 48% 51%
45% 46% 53%
54% 54% 53%
51% 46%
58%
Not having enough time to
complete my work
Not getting a sense of
meaning and/or purpose from
my work
Not being
recognized/rewarded
adequately for the work i do
Global Gen Zs Global millennials India Gen Zs India millennials
46% 38%
50%
43% 34%
47%
51% 48% 46%
48% 48% 46%
The health/welfare of my
family
My physical health My longer-term financial
future
Global Gen Zs Global millennials India Gen Zs India millennials
• Indian respondents report better mental well-being than the global average, but higher stress levels (although down from 2023).
• Family / personal health are the top stressors. In the workplace, Gen Zs worry about lack of time to complete work, and lack of
purpose; millennials worry about lack of recognition.
Levels of mental well-being and stress drivers
14
© 2024. For information, contact Deloitte Touche Tohmatsu Limited.
DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY
Percentage of respondents who agree/strongly agree with the following statements related to workplace well-being/mental health:
54% 56% 52%
55% 59% 54%
71% 77% 76%
77% 85% 78%
My employer takes the mental health of employees
seriously
I would feel comfortable speaking openly with my manager
about feeling stressed or anxious, or other mental health
challenges
My manager would know what to do if I told them I was
feeling anxious or stressed
Global Gen Zs Global millennials India Gen Zs India millennials
Percentage of respondents who said they do not have the following support available where they work...
26% 27%
32% 34%
11% 8%
8% 11%
Senior leaders who talk about the importance of prioritizing mental health Senior leaders who have shared their lived experiences of mental health
Global Gen Zs Global millennials India Gen Zs India millennials
• Indian respondents (particularly millennials) are much more likely than the global average to feel they have workplace support for mental health issues.
• Positively, respondents are more likely to feel that senior leaders prioritize mental health and share their lived experiences.
Workplace mental health and persistent stigma
15
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16

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Deloitte Gen Z Millennial Survey 2024_India_Full length report_.pdf

  • 1. Deloitte Global 2024 Gen Z and Millennial Survey Country profile: India
  • 2. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Methodology and global key messages Key global findings: Marking its 13th annual edition, Deloitte’s 2024 Gen Z and millennial Survey connected with more than 22,800 respondents in 44 countries to explore their attitudes about work and the transforming world around them. Respondents are cautiously optimistic about the social and economic outlook. Nearly one-third of Gen Zs and millennials are optimistic that the economy in their country will improve within the next year. This optimism extends to their personal finances with many expecting their financial circumstances to improve. Despite this, financial insecurity is a significant issue, as over half of both groups are living paycheck to paycheck. There is also some uncertainty about the social and political situation as many countries approach pivotal elections. Purpose influences workplace satisfaction. The vast majority say purpose is important to their overall job satisfaction and well-being. These generations are willing to reject assignments or employers that don’t align with their ethics. When employers take that feedback and respond positively, employee loyalty tends to be much higher. Environmental sustainability is driving career decisions and consumer behaviors. Environmental sustainability remains a top concern for Gen Zs and millennials, and it is the top societal challenge which respondents feel businesses have the opportunity and necessary influence to drive change on. Gen Zs and millennials are pushing business to take action, through their career decisions and their consumer behaviors. Positive perceptions of GenAI increase with more hands-on experience, but so do workplace concerns. Gen Zs and millennials are feeling uncertain about GenAI and its impact on their careers. Those who frequently use GenAI are more likely to trust the technology and believe it will improve the way they work, but they’re also more likely to have concerns, such as believing it will lead to the elimination of jobs. Amid uncertainty, both generations are thinking about how to adapt and focusing on reskilling. Work/life balance and flexibility remain paramount as return to office strategies yield mixed results. An increase in return to office strategies over the last year is yielding mixed results. Some report benefits like improved engagement, connection and collaboration, while others are experiencing negative outcomes like increased stress and decreased productivity. What is clear is that work/life balance and flexibility remain critical for these generations. Work/life balance is once again their top consideration when choosing an employer, and the drive for flexibility is increasing the popularity of less traditional employment models, from part-time roles, and job-sharing, to side gigs. As workplace factors contribute to stress levels, employers must stay focused on supporting better workplace mental health. Stress levels continue to be very high among Gen Zs and millennials and only about half of respondents say their mental health is good or extremely good. Financial concerns, and family welfare are major stressors, alongside job related factors such as long working hours and not being recognized for their work. Many respondents believe their employers are taking mental health seriously, but managers and senior leaders should be doing more to address stigma. Our methodology: The 2024 Gen Z and millennial Survey solicited the views of 14,468 Gen Zs and 8,373 millennials (22,841 respondents in total), from 44 countries across North America, Latin America, Western Europe, Eastern Europe, the Middle East, Africa and Asia Pacific. Fieldwork was conducted between November 2023 and March 2024. As defined in the study, Gen Z respondents were born between January 1995 and December 2005, and millennial respondents were born between January 1983 and December 1994. The following deck examines how India’s Gen Zs and millennials stand out from their global counterparts on these key themes. 2
  • 3. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Education 6% 11% 10% 74% Pursuing/gained trade qualification Pursuing university degree Gained high school degree Gained university degree Country profile: India 800 total respondents in India: 500 Gen Zs and 300 millennials GEN Z PROFILE Gender 51% 49% Identify as male Identify as female Parents 32% 68% Yes No Education 4% 42% 14% 6% 34% Pursuing/gained trade qualification Pursuing university degree Pursuing high school degree Gained high school degree Gained university degree MILLENNIAL PROFILE Gender 49% 51% Identify as male Identify as female Parents 84% 16% Yes No 2 Employment 41% 15% 6% 27% 9% Working full-time Working part-time Temporary or freelance Full-time education Not working/unpaid Job seniority 12% 16% 27% 19% 6% 21% Trainee/apprentice/intern Junior executive Midlevel executive Senior executive Head of department Senior management/board Organization size 45% 10% 20% 23% 3% Under 100 100-249 250-999 1,000+ Don't know/Not sure Employment 73% 10% 3% 1%12% Working full-time Working part-time Temporary or freelance Full-time education Not working/unpaid Job seniority 2% 7% 21% 29% 12% 29% Trainee/apprentice/intern Junior executive Midlevel executive Senior executive Head of department Senior management/board Organization size 24% 12% 23% 40% 0% Under 100 100-249 250-999 1,000+ Don't know/Not sure 3
  • 4. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY • Indian respondents are generally more optimistic about the next twelve months—with millennials particularly positive on the economic situation. • Indian millennials are similarly more likely than Gen Z to feel they have influence over societal challenges—most notably on technology and education. Percentage of respondents who expect the following to improve over the next 12 months: 27% 28% 25% 26% 47% 49% 49% 50% 2023 2024 30% 32% 27% 31% 56% 58% 65% 65% 2023 2024 44% 48% 35% 40% 63% 62% 62% 64% 2023 2024 Global Gen Zs Global millennials India Gen Zs India millennials 57% 56% 51% 51% 50% 55% 42% 42% 56% 53% 46% 47% 46% 50% 40% 39% 74% 70% 71% 73% 72% 76% 68% 62% 74% 74% 74% 73% 79% 81% 73% 69% Protecting the environment Mental health awareness Human rights Social equality Ethical use of technology Access to education Overall direction of their country Poverty alleviation Global Gen Zs Global millennials India Gen Zs India millennials Overall economic situation Their personal financial situation Overall social/political situation Social and economic / financial outlook Percentage of respondents who feel they have moderate or significant influence over the following societal issues: 4
  • 5. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Top concerns: India Gen Zs 29% 23% 21% 19% 18% Education, skills & training Unemployment Climate change Sexual harassment Mental health of my generation Global Gen Zs India millennials 30% 24% 24% 23% 21% Climate change Health care/disease prevention Unemployment Education, skills & training Economic growth Global millennials 17% 19% 20% 21% 34% Crime/personal safety Mental health of my generation Climate change Unemployment Cost of living • Indian Gen Zs are most worried about education, with concerns about sexual harassment also more prevalent than the global average. • Indian millennials are most concerned about climate change, with unemployment, education and economic growth all above the global average. Top concerns 19% 19% 19% 23% 40% Political instability/ global conflicts Health care/disease prevention Crime/personal safety Climate change Cost of living 5
  • 6. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY 89% 96% 85% 84% 89% Percentage of respondents who said having a sense of purpose in their job is somewhat/very important for their job satisfaction and well-being: of Gen Zs in India vs. 86%of Gen Zs globally of millennials in India vs. 89%of millennials globally Percentage of respondents who have rejected an assignment, or a potential employer based on their personal ethics/beliefs: 50% 44% 43% 40% 69% 64% 67% 57% Assignment/project Potential employer Global Gen Zs Global millennials India Gen Zs India millennials Percentage of respondents who said they are somewhat/very satisfied with the alignment of their current organization’s values and purpose with their own: of Gen Zs in India vs. 71%of Gen Zs globally of millennials in India vs. 72%of millennials globally 90% Percentage of respondents who said their current job gives them a sense of purpose (those saying yes - somewhat/yes – a lot): of Gen Zs in India vs. 81%of Gen Zs globally of millennials in India vs. 82%of millennials globally • Both generations (and particularly millennials) are more likely than the global average to say having a sense of purpose in their jobs is important and that they have it. • Values alignment is also much more important for both generations than the global average, with Gen Zs more likely to have rejected work based on ethics. Purpose 6
  • 7. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Percentage of respondents who believe that business is having a fairly/very positive impact on the wider society in which they operate: Percentage of respondents in India who think businesses should play a role in addressing social inequality in the following areas: 40% 43% 47% 42% 34% 36% 38% 43% Ensuring equal pay/pay transparency Creating inclusive employment opportunities Ensuring that evolving new technologies are not deepening social inequalities Supporting educational programs, scholarships, and mentorships India Gen Zs India millennials of Gen Zs in India vs. 49%of Gen Zs globally of millennials in India vs. 47%of millennials globally 74% 81% Percentage of respondents who think that business has a moderate or significant influence over the following societal issues: 65% 65% 63% 62% 61% 60% 60% 58% 68% 65% 63% 61% 60% 58% 61% 58% 69% 77% 70% 68% 78% 70% 68% 73% 79% 82% 77% 77% 81% 75% 75% 76% Protecting the environment Ethical use of technology Social equality Human rights Overall direction of their country Mental health awareness Poverty alleviation Access to education Global Gen Zs Global millennials India Gen Zs India millennials • Both generations are more positive than the global average about business having a positive societal impact (particularly millennials). • Indian millennials think businesses have the most influence over the ethical use of technology, direction of the country and protecting the environment. Business and societal impact 7
  • 8. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY In the last month, I have felt worried or anxious about climate change of Gen Zs in India vs. 62%of Gen Zs globally of millennials in India vs. 59%of millennials globally 83% 83% of Gen Zs in India vs. 73%of Gen Zs globally of millennials in India vs. 77%of millennials globally 84% 90% I actively try to minimize my personal impact on the environment of Gen Zs in India vs. 77%of Gen Zs globally of millennials in India vs. 79%of millennials globally 86% 93% Governments should play a bigger role in pushing business to address climate change of Gen Zs in India vs. 79%of Gen Zs globally of millennials in India vs. 81%of millennials globally 89% 92% Business could, and should, do more to enable consumers to make more sustainable purchasing decisions Percentage of respondents selecting agree or strongly agree to the following statements: • Both generations are more concerned about climate change than the global average, with millennials leading the charge on trying to reduce personal impact. • Indian millennials are also even more likely than Gen Zs to think governments should be pushing business to address climate change, and for businesses to help consumers make more sustainable purchases. Environmental sustainability is everyone’s responsibility 8
  • 9. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY 41% 37% 41% 44% 33% 33% 31% 36% 28% 45% 44% 41% 46% 48% 35% 33% 35% 39% 31% 51% Avoid buying fast fashion Reduce air travel Research companies' environmental impact before buying products from them' Eat a vegetarian/vegan diet Purchase an electric vehicle India Gen Zs - already do/have done India Gen Zs - plan to in the future India millennials - already do/have done India millennials - plan to in the future 54% 64% 48% 63% 75% 84% 81% 93% My colleagues and I have put pressure on our employer to take action on climate change I am willing to pay more to purchase environmentally sustainable products or services Global Gen Zs Global millennials India Gen Zs India millennials have stopped or lessened a relationship with a business because their products/services negatively impact the environment 31% of Gen Zs 35% of millennials in India 36% 34% 39% 35% 43% 38% 40% 35% Research companies’ environmental impact before accepting a job from them Change job due to environmental impact concerns India Gen Zs - already do/have done India Gen Zs - plan to in the future India millennials - already do/have done India millennials - plan to in the future Career decisions to pressure employers to take climate action Respondents who agree/strongly agree with the following statements Climate actions taken or planned Consumer behaviors to pressure businesses to take climate action • Indian Gen Zs and millennials are more likely than the global average to pressure their employers to take climate action, and to be willing to pay more for sustainable products. Career decisions and consumer behaviors driving climate action 9
  • 10. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY 51% of Gen Zs and 54% of millennials in India are frequent users of GenAI at work (said they use it all or most of the time). Percentage of respondents who agree/strongly agree that GenAI in the workplace will… Percentage of respondents who think GenAI will improve the way they work somewhat/a lot over the next 12 months How respondents describe their engagement with GenAI training or upskilling as a part of their professional development: Percentage of respondents who agree/strongly agree that their employer is sufficiently training employees on the capabilities, benefits, and value of GenAI 81% Gen Zs in India 88% millennials in India 17% 38% 26% 19% 16% 36% 25% 24% 39% 45% 12% 4% 40% 45% 8% 7% Already undergone Plan to undergo within the next 12 months No plans Unsure about their plans Global GenZs Global millennials India Gen Zs India millennials of Gen Zs in India of millennials in India 80% 82% 81% 86% 91% 87% 84% 90% 96% 92% 82% 80% 81% 82% 89% 87% 88% 87% Cause elimination of jobs Require them to reskill and impact their career decisions Free up their time to focus on more creative/strategic work Free up their time and improve work/life balance India Gen Zs frequent users India Gen Zs total population India millennials frequent users India millennials total population • Indian respondents are excited about GenAI, whereas globally these generations feel more uncertain about it. Indian Gen Zs and millennials are about twice as likely to be frequent users of GenAI compared to the global average, and the majority of respondents believe it will improve their work/life balance and the way they work. • Indian respondents have had high engagement with GenAI, with 4 in 10 having undergone training (over double the global average). GenAI at work – engagement and understanding Top three emotions about GenAI in India Gen Zs millennials 37% Excitement 30% Trust 23% Surprise 47% Excitement 43% Trust 24% Surprise 10
  • 11. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Percentage of respondents who said that GenAI makes them feel the following emotions: 38% 16% 35% 12% 49% 10% 44% 9% Excitement Uncertainty India Gen Zs - female India Gen Zs - male India millennials - female India millennials - male Percentage of respondents who agree/strongly agree they feel comfortable working alongside GenAI systems and tools 54% 85% 63% 79% 52% 92% 62% 90% Global India Gen Zs - female Gen Zs - male millennials - female millennials - male 9% 11% 42% 38% 4% 6% 48% 42% 1% 10% 49% 40% 7% 13% 41% 39% Unsure about their plans No plans Plan to undergo within the next 12 months Already undergone India Gen Zs - female India Gen Zs - male India millennials - female India millennials - male Percentage of respondents describing their engagement with GenAI training or upskilling as a part of their professional development: Globally, women are less likely to seek training around GenAI. Percentage of respondents in India who have no plans to seek training: 13% of Gen Zs 10% of Gen Zs 6% of millennials 11% of millennials Females Males • Globally women are more uncertain about GenAI and less comfortable working with it. That trend doesn’t hold in India, where women are more likely to feel excited about GenAI and are slightly more comfortable working with it than men. • Genders are roughly balanced in having undergone training, with Gen Z men and millennial women the most likely to have training in the next year. GenAI at work – gender differences 11
  • 12. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY In India, 19% of Gen Zs and 16% of millennials say they decided not to pursue higher education. The top five reasons were: 35% 29% 26% 22% 21% 29% 31% 20% 16% 27% Seeking career paths that do not require higher education Family or personal circumstances Higher education does not provide skills for fast evolving technologies Concern about future burden of student loans Financial constraints India Gen Zs India millennials Top three reasons why they left their previous organization: 5% 16% 26% 3% 22% 29% 21% 20% 19% 9% 14% 23% Lack of opportunities to work in-person in an office with colleagues Lack of career advancement opportunities Pay wasn't high enough Global Gen Zs Global millennials India Gen Zs India millennials Top three reasons why they chose to work for their organization: 25% 19% 18% 31% 20% 19% 27% 26% 23% 31% 33% 22% Good work/life balance Positive workplace culture (i.e., employees feel valued, a sense of belonging, their feedback is heard, etc.) Opportunities to progress/advance in my career Global Gen Zs Global millennials India Gen Zs India millennials • Financial /personal circumstances were top reasons for millennials not to pursue higher education. Gen Zs attributed it to seeking career paths that don’t require it. • Work/life balance and positive work culture are the top reasons Indian respondents chose their current employer, while Gen Zs were much more likely than millennials or the global average to have left their employers due to a lack of opportunities to work in-person. Higher education and what's driving career choices 12
  • 13. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY 15% 35% 51% 11% 33% 57% 28% 48% 24% 20% 51% 29% Remotely Hybrid (any combination of remote/at home and on-site working) Fully on-site Global Gen Zs Global millennials India Gen Zs India millennials Percentage of respondents who said that their company recently implemented a return to office policy, and they are now required to be on-site on certain days or full time: Top three positive and negative impacts of return-to-office policies: (India Gen Z respondents) Their current way of working: 64% 36% 66% 34% 67% 33% 77% 24% Yes No Global Gen Zs Global millennials India Gen Zs India millennials Positive: • I feel more engaged and connected with my organization and colleagues • I have better routine and structure at work • I have noticed increased collaboration and social interaction with my work colleagues Negative: • It has negatively impacted me in a financial sense (e.g., needing to pay for the cost of commuting, staying in other accommodation, or additional care etc.) • It has negatively impacted my mental well-being/increased my stress levels • It has negatively impacted my ability to meet my caregiving responsibilities In which of the following areas should organizations focus to help foster better work/life balance for their employees? - top three 24% 19% 15% 19% 17% 13% 27% 26% 19% 24% 24% 14% Create more part-time jobs Ensure that employees who work part- time have comparable career advancement opportunities to full-time employees Create more job-sharing options Global Gen Zs Global millennials India Gen Zs India millennials • Both generations are more likely than the global average to work hybrid, with Gen Zs more likely than millennials to work remotely. • Gen Zs appreciate the in-person benefits of office working, but feel the financial / personal time constraints. They would like more part-time/job sharing options. The impact of return-to-office strategies 13
  • 14. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Percentage of respondents who say they feel anxious or stressed all or most of the time: Percentage of respondents who say their current, overall mental well-being is good or extremely good: of Gen Zs in India vs. 51%of Gen Zs globally of millennials in India vs. 56%of millennials globally 64% 76% 46% 40% 39% 35% 53% 48% 45% 40% 2023 2024 Global Gen Zs Global millennials India Gen Zs India millennials Top three factors contributing a lot to their feelings of anxiety or stress: *asked only of those who feel anxious or stressed 40% of Gen Zs and 40% of millennials in India said that their job is a factor contributing a lot to their feelings of anxiety or stress. These are the top three aspects of their job contributing a lot to their feelings of anxiety or stress: 50% 48% 51% 45% 46% 53% 54% 54% 53% 51% 46% 58% Not having enough time to complete my work Not getting a sense of meaning and/or purpose from my work Not being recognized/rewarded adequately for the work i do Global Gen Zs Global millennials India Gen Zs India millennials 46% 38% 50% 43% 34% 47% 51% 48% 46% 48% 48% 46% The health/welfare of my family My physical health My longer-term financial future Global Gen Zs Global millennials India Gen Zs India millennials • Indian respondents report better mental well-being than the global average, but higher stress levels (although down from 2023). • Family / personal health are the top stressors. In the workplace, Gen Zs worry about lack of time to complete work, and lack of purpose; millennials worry about lack of recognition. Levels of mental well-being and stress drivers 14
  • 15. © 2024. For information, contact Deloitte Touche Tohmatsu Limited. DELOITTE GLOBAL 2024 GEN Z AND MILLENNIAL SURVEY Percentage of respondents who agree/strongly agree with the following statements related to workplace well-being/mental health: 54% 56% 52% 55% 59% 54% 71% 77% 76% 77% 85% 78% My employer takes the mental health of employees seriously I would feel comfortable speaking openly with my manager about feeling stressed or anxious, or other mental health challenges My manager would know what to do if I told them I was feeling anxious or stressed Global Gen Zs Global millennials India Gen Zs India millennials Percentage of respondents who said they do not have the following support available where they work... 26% 27% 32% 34% 11% 8% 8% 11% Senior leaders who talk about the importance of prioritizing mental health Senior leaders who have shared their lived experiences of mental health Global Gen Zs Global millennials India Gen Zs India millennials • Indian respondents (particularly millennials) are much more likely than the global average to feel they have workplace support for mental health issues. • Positively, respondents are more likely to feel that senior leaders prioritize mental health and share their lived experiences. Workplace mental health and persistent stigma 15
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