RIO DE JANEIRO, BRAZIL – Unemployment, health and safety are the main concerns of Y and Z generation Brazilians interviewed in a global study by Deloitte consultancy. The study annually maps the perceptions of these generations regarding global challenges and this year the data reflects the impact of the pandemic, says Marcos Olliver, Deloitte’s talent area leader.
“Certainly health concerns have moved to the top of the agenda, both globally and nationally, and for millennials, unemployment continues to be the main current concern.”
Deloitte interviewed 14,600 millennials (born between 1983 and 1994) and 8,200 Z generation (born from 1995 to 2003) in 45 countries in February this year. There were 800 respondents in Brazil – 500 from generation Y (72% in a full-time or part-time job) and 300 from generation Z (44% working full-time or part-time).
In order of priority, Brazilian millennials are concerned with unemployment (38%), health/prevention (35%), safety and fighting crime (27%). Brazil’s generation Z shares the same concerns, with unemployment at the top, but followed by safety issues.
“All these concerns are directly related to the ESG (Environmental, social and corporate governance) agenda. The younger generations are looking at this agenda to understand to which companies they would like to relate, both from the consumption and employment perspective. And they are looking at what they do to help create a more sustainable and equitable world,” Olliver says.
More than three quarters of millennials (85%) and generation Z (83%) in Brazil think that wealth and income are unequally distributed. When asked what factors cause this unequal distribution, greed and protecting the self-interest of better-off companies/people are the top factors (for 39% of millennials and 41% of generation Z).
Regulations and policies that help perpetuate inequalities are the second factor, cited by 38% (Y) and 36% (Z). Third, they pointed to the compensation of organizations. For 26% (Y) and 34% (Z), the increase in top-level executives’ bonuses and salaries, compared to an average workforce salary that remains low, is a contributing factor.
“These generations look at income distribution as a whole, but also at the actions of organizations, when they understand, for example, that the existing salary gap is high and some policies favor whoever is already in better positions,” Olliver says.
Source: Valor