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1、Mental health todayA deep dive based on the 2023 Gen Z and Millennial surveyMAY 2023MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited2The Deloitte Global 2023 Gen Z and Millennial SurveyTable of contentsIntroduction3Hei
2、ghtened levels of stress persist4Addressing mental health needs in the workplace8Work/life balance and a culture of respect remain key to well-being12Conclusion181234MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited3The
3、 Deloitte Global 2023 Gen Z and Millennial SurveyIntroductionThe 2023 Deloitte Global Gen Z and Millennial survey gathered the views of over 22,000 peoplein 44 countries.This is the 12th year that this survey has been conducted,and the fourth yearthat it has included extensive questions on mental he
4、alth.This years survey was conducted at a pivotal time.The COVID-19 pandemic has receded as a day-to-day concern for many people,but its legacy has embedded undeniable shifts in personal priorities and in expectations around ways of working.Meanwhile,other major events have brought new challenges or
5、 heightened existing oneswith respondents top three societal concerns this year being cost of living,unemployment,and climate change.These cumulative issues are impacting the daily lives of Gen Zs and millennials,making their future more uncertain,and placing their mental well-being under continuous
6、 strain.In fact,amongGen Zs,the mental health of their generation ranks as their fourth top societal concern.Over the past three years,this survey has provided valuable insight into the mental health of these generations.Our 2020 report,which was fielded in December 2019,painted a stark picture:one
7、of high levelsof stress and anxiety,even before the onset of the pandemic.This theme has continued ever since.In 2023 we see little change when it comesto levels of stress and anxiety.Nearly halfof Gen Zs and four in 10 millennials feel stressed or anxious all or most of the time,with women and othe
8、r under-represented groups most impacted.The survey findings enable us to better understand the intersection of mental health and workshining a light on work-specific factors and burnout,as well as the support people receive from employers.In line with the 2022 findings,stigma around mental health c
9、learly remains.While thereis a general recognition that employers are improving their support,many employeesare still not using the resources offeredin their workplaces,and many are still not disclosing when they take time off work for mental health reasons.This years data again highlights the impor
10、tance of mental health to Gen Zsand millennials.It shows that employersare taking some steps to provide the supportand environment needed,but there remains much to do.2023Deloitte LLP and affiliated entities.All rights reserved.ERG Guidance4 2023For information,contact Deloitte Touche Tohmatsu Limit
11、edMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY12344The Deloitte Global 2023 Gen Z and Millennial Survey1Heightened levels of stress persist1MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited5The
12、Deloitte Global 2023 Gen Z and Millennial Survey1234The last three years have prompted manyto reevaluate the role work plays in theirlives and led to a continued push for better work/life balance and more flexible waysof working.Now,even with many workplaces reopened,organizations are continuingto e
13、nable hybrid work in an effort to provide the level of flexibility that is now expectedby many.The pandemic also brought conversations about mental health at workto the fore,prompting some organizationsto provide additional support for their employees.These positive changes are,however,set against a
14、 backdrop of deepening awareness of inequalities in society and the workplace,the impact of climate change,new geopolitical tensions,and economic concernsall of which continue to contribute to heightened stress and anxiety.Stress and anxiety levels remain highwith under-represented groups most affec
15、tedThis year sees almost no change to the worryingly high levels of stress and anxiety seen in previous years,with close to halfof Gen Zs(46%)and four in 10 millennials(39%)reporting that they feel stressedor anxious all or most of the time.We also see a continuation in the trendof women reporting h
16、igher levels of stress and anxiety than men in both generations(54%versus 37%in Gen Zs,and 43%versus 35%in millennials).This trend is becoming increasingly pronounced among Gen Zs,with the gender gap growing from an 11 toa 17-point difference over the last three years.In contrast,the gender gap in m
17、illennial stress levels has remained relatively stable since 2020.153%54%53%54%42%39%39%37%2020202120222023Gen Z womenGen Z men47%45%41%43%40%37%36%35%2020202120222023Millennial womenMillennial menThose who feel stressed all or most of the time:MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MIL
18、LENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited6The Deloitte Global 2023 Gen Z and Millennial Survey1234LGBT+DisabilityFemaleMaleLGBT+Minority ethnic groupsAlmost half of Gen Zs say they feelstressed all or most of the timeWomen are more affected than men and those with a
19、 disabilityindicate higher stress levels1Percentage who feel anxious or stressed:11%14%28%32%58%48%All the timeMost of the timeNot very often or neverGen ZsMillennials37%Male35%54%Female56%62%43%49%63%Gen ZsMillennialsRespondents in under-represented groups also report heightened levels of stress an
20、d anxiety.For example,56%of LGBT+Gen Zs and 49%of LGBT+millennials report that they feel stressed or anxious all or most of the time,along with 52%of Gen Zs and 51%of millennials who are part of an ethnic minority group,and 62%of Gen Zs and 63%of millennials who have a disability.This is significant
21、ly higher than the overall respondent base(46%for Gen Z and 39%for millennials).52%51%Minority ethnic groupsDisabilityMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited7The Deloitte Global 2023 Gen Z and Millennial Surve
22、y1234Stress drivers:the mental health“feedback loop”and work-related factorsWhen considering stress and anxiety,it is important to understandthe concerns that may be driving it.Finances and the welfare of their families continue to be the top stress drivers for both generations.As with previous year
23、s,concerns about their own mental health also rank highlywith 79%of Gen Zs and 73%of millennials saying that those concerns contribute totheir stress levels,creating a worrying“feedback loop”.Beyond their personal mental health,Gen Zs also cite the mental healthof their generation among their top so
24、cietal concerns.This is particularly true among Gen Z women,with around a quarter of them citing this in their top three,compared to about one in six Gen Z men and millennial women,and 12%of millennial men.A number of factors contributing to stress levels are directly work-related,such as heavy work
25、load,poor work/life balance,unhealthy team cultures,and inability to be their authentic self at work.Indeed,over 60%of respondents cite these factors as contributing to their stress and anxiety levels.People are also struggling to disconnect from work,with 23%of Gen Zs and 30%of millennials saying t
26、hat they answer work emails outside of business hoursat least five days a week.1MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited8The Deloitte Global 2023 Gen Z and Millennial Survey1234Three-quarterssay concerns about
27、their mental health contributeto anxiety or stress and work is also a consistent challenge1Percentage who say the following contributes to their feelings of anxiety or stress:79%76%74%67%64%62%73%76%73%66%59%62%123456Gen ZsMillennialsConcernsaboutmental healthJob/workloadPoor work/life balanceWork/e
28、nvironment/team cultureInability to beauthentic self atworkFear of losing jobMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited9The Deloitte Global 2023 Gen Z and Millennial Survey1234Generational elements are also contr
29、ibuting to poor mental healthFor the first time,this years survey also examines how some generational factors may be driving poor mental health in Gen Zs and millennials.Millennials,and to a slightly lesser extent Gen Zs,are reaching an age where they are more likely to have increased caretaking res
30、ponsibilities.Just over a third of Gen Zs and about four in 10 millennials have dailyor periodic caregiving responsibilities for both children and parents or elderly relatives.Among respondents with caretaking responsibilities,over 40%say it significantly impacts their mental health.The use of socia
31、l media by younger generations could also be having an effect.Perhaps surprisingly,almost half of Gen Zs(48%)and millennials(49%)think social media has a positive impact on their mental healthyet 46%of Gen Zs say social media makes them feel lonely and inadequate and 45%say that they feel under pres
32、sure to have an online presence.With one in five(20%)Gen Zs spending five hours or more a day on video platforms alone,the struggle to disconnect goes well beyond the workplace.1 2023Deloitte LLP and affiliated entities.All rights reserved.ERG Guidance10 2023For information,contact Deloitte Touche T
33、ohmatsu LimitedMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY123410The Deloitte Global 2023 Gen Z and Millennial Survey2Addressing mental health needsin the workplace2MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Tou
34、che Tohmatsu Limited11The Deloitte Global 2023 Gen Z and Millennial Survey1234Burnout on the riseLinked to the results around work-related stress drivers,this years survey finds increasingly high levels of burnout due to work pressures in Gen Zs(52%this year versus 46%in 2022)and millennials alike(4
35、9%versus 45%).Using the World Health Organizations criteria for burnout,the survey this year asked respondents about specific feelings they experience while working.It found that 36%of Gen Zs feel exhausted all or most of the time,35%feel mentally distanced from their work,and 42%often struggle to p
36、erform to the best of their ability.The numbers are nearly as high among millennials(respectively 30%,28%and 40%).These figures represent a wake-up call for business leaders to act decisively to mitigate burnout andits causes.This is all the more urgent as more than a thirdof respondentsa higher pro
37、portion than last yeardo not believe that their employer is currently taking steps to prevent employee burnout.2Those who feel stressed all or most of the time:36%35%42%30%28%40%Exhausted or lowenergy atworkMentally distanced from job,including feelings of negativityor cynicism toward workStruggle t
38、o perform to thebest of their ability at workGen ZsMillennialsExhausted or low energy at workMentally distanced from job,including feelingsof negativity or cynicism toward your workStruggle to performto the best of your ability at workMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SU
39、RVEY 2023For information,contact Deloitte Touche Tohmatsu Limited12The Deloitte Global 2023 Gen Z and Millennial Survey1234Employers are striving to support workplace mental healthLooking at broader workplace supportfor mental health,the results are more encouraging,with over half of respondents ack
40、nowledging that their leaders are taking mental health seriously.While this is comparable to 2022 findings,a key difference this year lies in the fact that a majority of respondents(56%of Gen Zs/53%of millennials)now feel that this increased focus is resulting in meaningful change.Those who agree th
41、at an increased focus onmental health at work has resulted in positive changes within their workplace:The data also serves to highlight the importance of business leaders continuing these efforts:more than 8 in 10 Gen Zs and millennials now consider mental health support and policies to be important
42、 factors in assessing potential employers.but mental health and well-beingsupport is still under-utilized and is not addressing stigmaDespite employers focus on supporting mental health,many respondents are still not comfortable disclosing these challenges.About a third of respondents would not feel
43、 comfortable speaking openly with their manager about stress or anxiety.And among those who have taken time off to address mental health challenges,over half did not tell their employer the real reason.Further,uptake of the resources made available to employees remains disappointingly low.The survey
44、 finds that,outside of vacation time,three in 10 millennials or less use sources of support made available to them at workfrom therapy to digital apps and from meeting-free days to regular catchups with managers focused on well-being.Gen Zs seem only slightly more comfortable using these types of re
45、sources.For example,less than a third of respondents useinformational resources to help reduce stress(30%of Gen Zs versus 26%of millennials),regular catchups with their manager focused on well-being(31%versus 30%)or paid for counselling/therapy(23%of Gen Zs versus 19%of millennials).256%Gen Zs53%Mil
46、lennialsMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited13The Deloitte Global 2023 Gen Z and Millennial Survey1234Workplace mental health resources and support are under-utilizedWhile more employers are providing menta
47、l health related support at work,these findings indicate that stigma around openly discussing and addressing mental health issues at work persists.And many employers are either failing to provide support in the first place,or failing to communicate the resources that are available.For example,only a
48、round six in 10 say they have access to supportive senior leaders,or sessions with their managers focused on well-being.And even fewer have access to resources such as digital tools or therapy.Three in 10 Gen Zs and just over two in 10 millennials are not offered,or not aware of their access to,paid
49、 time off to manage their mental health.219%25%22%26%26%30%50%26%23%25%27%26%27%23%23%28%25%30%29%31%40%28%26%29%29%31%30%30%Paid for counseling/therapyDesignated meeting-free daysAccess to mental health apps/digital servicesResources to help reduce stressSupportive senior leadersRegular catchups wi
50、th my manager focused on wellbeingVacation time/Paid-time offOffered and usedOffered,but not usedMillennialsGen Zs73%57%52%53%47%48%45%70%61%60%59%54%54%51%OfferedOffered 2023Deloitte LLP and affiliated entities.All rights reserved.ERG Guidance14 2023For information,contact Deloitte Touche Tohmatsu
51、LimitedMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY123414The Deloitte Global 2023 Gen Z and Millennial Survey3Work/life balance and a cultureof respect remain key to well-being3MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact
52、Deloitte Touche Tohmatsu Limited15The Deloitte Global 2023 Gen Z and Millennial Survey1234As noted earlier,respondents say a number of work-related factorssuch as heavy workload,poor work/life balance,unhealthy team cultures,and inability to be their authentic self at workcontribute to their stress
53、and anxiety levels.This years wider survey questions provide critical insight into these factors for Gen Zs and millennials.Achieving the right work/life balance remains a priority for manyRespondents say that achieving a good work/life balance is the trait they admire most in their peersthey also c
54、ite it as the top reason for taking up their current role.Overall,the picture when it comes to their current work/life balance is positive:three quarters of Gen Zs and millennials(76%)are now at least somewhat satisfied with their current work/life balance,and around a third(34%of Gen Zs/31%of mille
55、nnials)are very satisfieda marked improvement compared to pre-pandemic indicators(21%and 18%were very satisfied).This is likely due to the fact that,for some people at least,aspirations to recalibrate howand how muchthey work have been realized over the last few years;and employers have had to adapt
56、.However,respondents are concerned thata stagnating or worsening economy could make it harder for them to reach that balance in the future:about a third believe it will become harder,and another approximately 15%believe it will become impossible,to ask for more flexibility at work or improve their w
57、ork/life balance if the economic situation does not improve.The survey also points to some specific measures that employees would like to see embedded in their organizations to promote more flexible ways of working beyond remote or hybrid workingwith condensed four-day work weeks and increased oppor
58、tunities and career advancement for part-time workers ranking particularly high.3MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited16The Deloitte Global 2023 Gen Z and Millennial Survey1234In which of the following areas
59、 should organizations focusto help foster better work/life balance for their employees?336%33%29%26%24%23%23%18%14%10%10%30%31%24%20%30%20%28%17%14%10%13%Ensure part-timeemployees havecomparablecareeradvancementopportunitiesImplementcondensed four-day work weeksCreate morepart-time jobsCreate morejo
60、b-sharingoptionsAllowemployees towork flexibleworking hoursCreate a culturewhere takingvactaion isexpected andencouragedAllowemployees towork remotelyFostersupportiveleaers throughmental health-related trainingOffer asabbaticalprogramRestrict sendingany work emailsoutside of workhoursReduce lowvalue
61、 orunnecessarymeetingsGen ZsMillennialsEnsure part-time employees have comparable career advancement opportunitiesImplement condensed four-day work weeksCreate more job-sharing optionsAllow employees to work flexible working hoursCreate a culture where taking vacation is expected and encouragedAllow
62、 employees to work remotelyFostersupportiveleaers through mental health-related trainingOffera sabbatical programRestrict sending any work emails outside of work hoursReducelow value or unnecessary meetingsCreate morepart-time jobsThe acceleration of flexible working practices brought on by the pand
63、emic is mostly seen as a helpful development:more than half of Gen Zs(54%)and millennials(59%)think hybrid work is positive for their mental health.Only 22%of Gen Zs and 16%of millennials believe it has a negative impact,with some respondents citing concerns about proximity bias,challenges connectin
64、g with colleagues,and feelings of isolation.MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited17The Deloitte Global 2023 Gen Z and Millennial Survey1234Non-inclusive behaviors arestill widespreadUnfortunately,this years
65、data showsthat non-inclusive behaviors at work remain commonplace.An alarming sixin 10 Gen Zs(61%)and nearly half of millennials(49%)say they have experienced harassment or microaggressions at workin the year leading to the survey.The most commonly experienced forms of harassment include inappropria
66、te communications or unwanted approaches,while exclusion,being patronized or undermined by managers or senior leaders because of their gender,and unwanted jokes are the most frequent types ofmicroaggressions.3Percentageexperienced harassmentatworkinlast12months:Percentageexperienced microaggressiona
67、tworkinlast12months:51%Gen Zs39%Millennials41%Gen Zs34%Millennials19%17%16%14%12%11%Unwantedinappropriate emailsor othercommunicationsApproaches orphysical advances bycolleaguesPhysical contact(either in the office orat work events)13%9%10%10%7%7%Excluded frominformal interactionsor conversationsPat
68、ronized/undermined byleaders based ongenderUnwanted jokes at myexpenseTop harassment behaviors experiencedTop microaggressions experiencedOffensive or suggestive emails or other communicationsApproaches or physical advances by colleaguesPhysical contact(either in the office or at work events)Exclude
69、d from informal interactions or conversationsPatronized/undermined by leaders based on genderUnwanted jokesat my expenseMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited18The Deloitte Global 2023 Gen Z and Millennial Su
70、rvey1234Of those who reported the harassment they experienced,many did not feel the reports were handled well by their employer,and about 15%did not report the behavior at all.Reluctance to disclose issues is more common among women:more than twoin 10 women did not report the harassment they experie
71、nced and roughly a third of those who did disclose were not satisfied with the way their employer resolved the issue.3How well do you feel your organization handled the issue you reported?45%54%54%45%27%32%15%17%4%5%Very/somewhat wellNot very/not at all wellDid not report harassment experiencedPrefe
72、r not to say77%reported harassment81%reported harassmentGen ZsMillennialsMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited19The Deloitte Global 2023 Gen Z and Millennial Survey1234Overall,women,non-binary,and LGBT+respo
73、ndents are less likely to report harassment,and even when they do report it,they are also less likely to feel their organization has handled it well.3Deloittes recent Women Work:A Global Outlook and the upcoming LGBT+Inclusion Work reports shine some light on the reasons for thisfrom concerns that t
74、he behaviors would get worse or that complaints would not be taken seriously,to a lack of confidence in meaningful change happening as a result.40%33%23%50%33%12%21%31%43%40%35%20%WellNot wellDid not report harassementGen Z womenGen Z menGen Z non-binary*Gen Z LGBT+46%29%21%59%26%11%49%34%13%WellNot
75、 wellDid not report harassementMillennial womenMillennial menMillennial LGBT+*Note small base size for Gen Z non-binary(n=68).Non-binary millennials base size is too small to report(n=8)2023Deloitte LLP and affiliated entities.All rights reserved.ERG Guidance20 2023For information,contact Deloitte T
76、ouche Tohmatsu LimitedMENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY123420The Deloitte Global 2023 Gen Z and Millennial Survey4Conclusion4MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited21The Del
77、oitte Global 2023 Gen Z and Millennial Survey1234 4Even with the pandemic receding and a general trend towards more balanced working lives,successiveand cumulative challenges continue to undermine the mental well-being of Gen Zs and millennials.The high cost of living weighs particularly heavily on
78、peoples minds.In addition to financial security being the dominant cause of stress among Gen Zs and millennials,worries about the future of the economy could impact their mental health for some timeand in particular affect their hopesto achieve a healthier work/life balance going forward.While finan
79、cial pressures and some of the wider societal factors causing stress,such as inequality and climate change,are not directly within employers control,Gen Zs and millennials firmly believe that business has a responsibility to help address these issues and drive positive societal change.Organizations
80、that do not do so risk losing talent,as Gen Zs and millennials make career decisions based on their values.And this years research shows that many stress drivers for Gen Zs and millennials are work-related factors which are directly within employers controlsuch as workload,poor work/life balance,and
81、 unhealthy work environments or team cultures.Furthermore,inappropriate behaviors in the workplace are happening at an unacceptable level,undoubtedly contributing to unhealthy work environments.These findings indicate that actions by business leaders to promote well-being,while acknowledged by many
82、of our respondents,are yet to buck some worrying trendsfrom rampant burnout to comparatively high levels of stress and anxiety in younger and under-represented groups,and from continued discomfort in disclosing mental health issues to pervasive stigma in the workplace.With life looking uncertain and
83、 challenging for the foreseeable future for many Gen Zs and millennials,employers should increase their efforts to address stress drivers and create open,stigma-free working environments.MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche
84、 Tohmatsu Limited22The Deloitte Global 2023 Gen Z and Millennial Survey1234In response to this years findings,they should particularly focus on:Building cultures where mental health is openly discussed,and where people are encouraged to seek adequate support.This years data points to the continued n
85、eed for employers to create and maintain cultures that not only prevent mental health challenges from arising in the first place,but enable everyone to recognize,address and openly discuss stress,anxiety and burnout.This includes offering tailored tools and policies to support mental health and enco
86、uraging people to disclose challenges and use those dedicated resources to alleviate them.But a step change in the uptake of resources and the disclosure of issues cannot happen without a permanent shift in behaviorsand attitudes.Inclusive leadership at all levels is needed to foster the trust and e
87、mpathy that will stop people fearing judgment or discrimination.Employers should build capability and set expectations for managersto not only hold but also initiate open conversations around mental health;spot signs and proactively offer support;and be vocal advocates for the well-being of their co
88、lleagues.Enabling people to achieve their work/life balance aspirations.Considering the high levels of stress,anxiety and burnout still experienced by Gen Zs and millennials,it is clear that more needs to be done to satisfy their expectations on work/life balance.With remote or hybrid working becomi
89、ng common practice,employers should now focus on when people work,not just where.They should look for opportunities to offer models suchas condensed work weeks,flexible working hours,and part time roles,and make clear that the careers of those opting for these models will not be penalized.Leaders sh
90、ould also focus on understanding and addressing generational pressures onGen Zs and millennials,such as caretaking responsibilities.This could mean introducing specific policies,but also making flexible working available to everyoneworking to remove stigma around needing to adapt working schedules t
91、o care for others.Employers can also introduce guidelinesto tackle“always on”habits and encourage people to truly disconnect outside of their agreed working hours and set expectationsfor managers to lead by example.Halting and reversing worryingly high levels of burnout.Although burnout is complex a
92、nd can have multiple causes and dimensions,employers can and should act to help mitigate this epidemic from spreading.With increased understanding around what burnout is and how it manifests at work,more resources are becoming available to help address it at an individual and organizational level.An
93、d while most actions to improve mental health can help mitigate the risks of people becoming burnt out,there are specific steps employers can take,such as incorporating the World Health Organization criteria in training and awareness campaigns.4MENTAL HEALTH DEEP DIVE BASED ON THE 2023 GEN Z AND MIL
94、LENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited23The Deloitte Global 2023 Gen Z and Millennial Survey1234This would help HR and Talent teams,line managers and employees recognize burnout in the first place and encourage people to seek appropriate help at earlier stages.St
95、amping out non-inclusive behaviors.The survey highlights that Gen Zs and millennials continue to be exposed to harassment and microaggressions at work which negatively affect their mental well-being.This emphasizes the need for business leaders to create work environmentswhere reporting issues is en
96、couraged,and inappropriate conduct consistently addressed.Transparency around what constitutesnon-inclusive behavior,and trust in the mechanisms available to escalate andresolve issues,are paramount.Specific attention must be paid to thosein under-represented groups who experience more frequent work
97、place harassment,and yet are less likely to report it.In parallel,there must be clear messagingfrom the most senior levels of leadership downon the importance of respectful everyday behaviors in creating and maintaining fully inclusive environments where everyone can thrive.4MENTAL HEALTH DEEP DIVE
98、BASED ON THE 2023 GEN Z AND MILLENNIAL SURVEY 2023For information,contact Deloitte Touche Tohmatsu Limited24The Deloitte Global 2023 Gen Z and Millennial Survey1234Research methodology for the Deloitte Global 2023 Gen Z and Millennial Survey:Deloittes 2023 Gen Z and Millennial Survey reflects the re
99、sponses of 14,483 Generation Zs and 8,373 millennials(22,856 respondentsin total),from 44 countries across North America,Latin America,Western Europe,Eastern Europe,the Middle East,Africa,and Asia-Pacific.This years sample did not include Ukraine and Russia markets(which were surveyed in previous ye
100、ars)due tothe ongoing conflict between the two countries.The survey was conducted using an online,self-complete-style interview.Fieldwork was completed between29 November 2022 and 25 December 2022.Additionally,in March 2023,qualitative interviews were conductedwith 60 Gen Zs and millennials from Bra
101、zil,Germany,India,Japan,the UK,and US.The report represents a broad range of respondents,from those with executive positions in large organizationsto others who are participating in the gig economy,doing unpaid work or are unemployed.Additionally,the Gen Z group includes students who have completed
102、or are pursuing degrees,those who have completed or plan to complete vocational studies,and others who are in secondary school and may or may not pursue higher education.As defined in the study,Gen Z respondents were born between January 1995 and December 2004,and millennial respondents were born be
103、tween January 1983 and December 1994.4About Deloitte“Deloitte,”“us,”“we”and“our”refer to one or more of Deloitte Touche Tohmatsu Limited(“DTTL”),its global network of member firms,and their related entities(collectively,the“Deloitte organization”).DTTL(also referred to as“Deloitte Global”)and each o
104、f its member firms and related entities are legally separate and independent entities,which cannot obligate or bind each other in respect of third parties.DTTL and each DTTL member firm and related entity is liable only for its own acts and omissions,and not those of each other.DTTL does not provide
105、 services to clients.Please see to learn more.Deloitte provides industry-leading audit and assurance,tax and legal,consulting,financial advisory,and risk advisory services to nearly 90%of the Fortune Global 500 and thousands of private companies.Our professionals deliver measurable and lasting resul
106、ts that help reinforce public trust in capital markets,enable clients to transform and thrive,and lead the way toward a stronger economy,a more equitable society and a sustainable world.Building on its 175-plus year history,Deloitte spans more than 150 countries and territories.Learn how Deloittes approximately 415,000 people worldwide make an impact that matters at .2023.For information,contact Deloitte Global.