Disclaimer:(The$YouthSpeak$Survey$is$s2ll$live$and$ongoing$un2l$ June$2015,$these$are$preliminary$insights,$and$designed$to$preview$ the$data.$It$does$not$represent$the$full$survey$output.
YouthSpeak+Survey+Report+ Improving(the(educa9on(to(employment(journey( Enabling(the(Best(of(Millennials( YouthSpeak+Survey+Insight+Report+
About&YouthSpeak&
YouthSpeak+ is+ a+ global+ youth+ movement+ and+ youth+ insight+ survey+powered+by+AIESEC.+We+are+focused+on+understanding+ the+ challenges+ surrounding+ the+ higher+ educaAon+ to+ employment+journey+for+young+people.+Over+100+countries+and+ territories+ and+ 50,000+ voices+ will+ be+ captured+ in+ this+ comprehensive+ survey+ to+ engage+ stakeholders+ across+ government,+ business,+ third+ sector+ in+ leHng+ the+ voices+ of+ young+people+be+heard.+Throughout+2015,+we+will+be+engaging+ major+ decision+ makers+ ranging+ from+ the+ United+ NaAons,+ universiAes+and+some+of+the+largest+employers+in+the+world.+
Powered&by&AIESEC& AIESEC+ is+ one+ of+ the+ world’s+ largest+ youthNrun+ organisaAons+ developing+ the+ leadership+ potenAal+ of+ young+ people+ worldwide.+ Present+ in+ over+ 125+ countries+ and+ territories+ with+ 70,000++ members+ across+ 2600+ universiAes,+ we+ offer+ young+ people+a+chance+to+develop+their+leadership+potenAal+through+ life+ changing+ professional+ and+ personal+ development+ experiences.+ Since+ 1948,+ we’ve+ developed+ over+ one+ million+ people,+ including+ one+ Nobel+ Peace+ Prize+ Winner,+ and+ many+ prominent+world,+business+and+civil+society+leaders.+
YouthSpeak++ youthspeak.aiesec.org++
AIESEC++ AIESEC.org+
+What+we+are+trying+to+answer+ EDUCATION(
How$can$we$evolve$higher$ educa2on$ to$ become$ more$eec2ve$at$mee2ng$ the$needs$of$students$and$ employers?$
TRANSITION(
How$ can$ we$ ensure$ that$ students$ transi2on$ from$ educa2on$ to$ employment$ successfully?$$
EMPLOYMENT(
How$can$employers$beGer$ support$ the$ development$ of$ youth$ poten2al$ in$ and$ out$of$the$workplace?$
Today’s(genera-on(of(youth(—(the(largest(the(world(has(ever(known,& and&the&vast&majority&of&whom&live&in&developing&countries&—&has& unprecedented&potenBal&to&advance&the&wellCbeing&of&the&enBre&human& family.&Yet&too&many&young&people,&including&those&who&are&highly& educated,&suffer&from&lowCwage,&deadCend&work&and&record&levels&of& unemployment.& C&BanCKi&Moon,&SecretaryCGeneral&of&the&United&NaBons
+Foreword:+Enabling+the+best+of+millennials+ By:(Gordon(Ching,( Chief(Digital(Officer( AIESEC(Interna9onal
Bringing(the(best(out(of(millennials(( YouthSpeak$ started$ in$ late$ 2014$ with$ a$ goal$ to$ capture$ the$ opinions$ of$ the$ global$ youth$ voice$and$support$decision$makers$with$more$ inclusive$ data$ that$ encompasses$ tradi2onal$ research$ of$ advanced$ economies$ and$ of$ emerging$ and$ developing$ economies$ that$ lacked$broader$youth$insight$and$aGen2on.$$ With$ 27,000$ survey$ respondents$ ages$ 18L25$ across$ 100$ countries$ and$ territories,$ we$ are$ inspired$ by$ the$ power$ and$ enthusiasm$ of$ young$people$to$par2cipate$in$a$global$youth$ movement$run$by$youth$for$youth.$$$ Beyond$ our$ comprehensive$ survey,$ this$ report$ focuses$ on$ the$ unique$ opportunity$ to$ collaborate$ with$ PwC’s$ global$ human$ capital$ leaders$ to$ create$ four$ special$ ques2ons$ that$ would$ be$ integrated$ into$ the$ YouthSpeak$ Survey$ to$ address$ ques2ons$ surrounding$ millennials$and$the$evolu2on$of$young$talent.$
The(bigger(picture(( To$ improve$ human$ capital$ strategies,$ the$ YouthSpeak$ survey$ fits$ into$ iden2fying$ how$ we$ can$ beGer$ support$ young$ people$ to$ become$ more$ aware$ of$ their$ hopes,$ challenges$and$ambi2ons$as$they$pursue$their$ careers.$This$is$beyond$talent$management$LL$
it$is$looking$at$a$young$person’s$life$and$their$ ability$to$ac2vate$their$poten2al.$$$ Our$ global$ youth$ movement$ will$ take$ these$ insights$ to$ support$ the$ development$ of$ strategies,$ programmes$ and$ ini2a2ves$ that$ will$ beGer$ enable$ more$young$ people$ to$ live$ more$ fulfilled$ lives$ in$ and$ out$ of$ the$ workplace.$$ With$ 1.8$ billion$ young$ people$ in$ the$ world$ today,$ we$ are$ looking$ at$ humanity’s$ largest$ youth$ popula2on.$ The$ urgency$ behind$ this$ number$ grows$ when$ we$ realize$ that$ 80%$ of$ these$youth$come$from$emerging,$developing$ or$fragile$states.$ It$is$our$responsibility$to$ensure$that$no$young$ person$ is$ leV$ behind$ as$ we$ con2nue$ to$ develop$and$bring$the$global$youth$opinion$to$ the$$decision$making$tables.$$ We$ cannot$ do$ this$ alone,$ and$ this$ is$why$we$ would$like$to$invite$organisa2ons$who$share$a$ common$ purpose$ to$ advance$ the$ state$ of$ young$ people$ and$ let$ the$ voices$ of$ young$ people$be$heard.$$$
Respondent(Demographics( YouthSpeak+Survey+Report+ Enabling(the(Best(of(Millennials(
+Demographics+
18#25
were$the$primary$age$ range$of$our$survey$ respondents$
27,000(responses(—(A(Genera9on(between(Y(&(Z(( The$ majority$ of$ respondents$ are$ between$ the$ age$ of$ 18$ L$ 25$ LL$ an$ age$ group$ that$ will$ enter$ university$ or$ are$ already$ seeking$ their$ first$ formal$ jobs,$making$the$next$big$wave$in$decision$making$and$market$shiVs.$
How(we(conduct(the(YouthSpeak(Survey(
These$millennials$are$a$genera2on$that$is$siYng$on$the$edge$of$Genera2on$ Y$&$Z$age$brackets.$
The$ YouthSpeak$ survey$ is$ implemented$ primarily$ through$ the$ global$ AIESEC$ network$ of$ 125$ countries$ and$ territories,$ leveraging$ both$ online$ and$offline$channels$to$reach$students$in$and$outside$of$AIESEC.$$ YouthSpeak$ has$ also$ developed$ into$ a$ broader$ youth$ movement$ to$ let$ young$ people$ voice$ their$ opinions$ and$ have$ them$ heard$ by$ decision$ makers.$ We$ worked$ together$ with$ organisa2ons$ to$ coLpromote$ like$ the$ United$ Na2ons$ Millennium$ Campaign,$ United$ Na2ons$ Youth$ Office,$ dozens$of$universi2es$around$the$world,$and$many$other$channels$that$we$ ac2vated$through$our$partner$and$supporter$networks.$$
Demographics(at(a(glance( 51.6%$ are$ members$ of$ AIESEC,$ and$ 49.4%$ are$ young$ people$ in$ the$ general$public$not$associated$directly$with$AIESEC$$ 53.1%$of$respondents$are$born$between$1997$L$1994$$
It$is$a$survey$that$has$evolved$into$a$broader$youth$campaign$that$enables$ young$ people$ to$ par2cipate$ and$ engage$ on$ issues$ relevant$ to$ them.$ Through$ physical$ channels,$ we$ also$ develop$ workshops$ and$ keynotes$ at$ conferences$ to$ s2mulate$ engagement$ on$ youth$ issues$ and$ to$ capture$ youth$opinions$on$the$data.$$
31.9%$of$respondents$are$born$between$1993$L$1990$$ Majority$ of$ respondents$ are$ business$ students,$ followed$ by$ social$ sciences$and$engineering$$ 40/100$ countries$ and$ territories$ that$ responded$ have$ over$ 100$ responses
About(the(survey(9meline(and(response(numbers
The$ 2014L2015$YouthSpeak$ survey$ has$ not$ ended$ yet,$ and$ will$ be$ open$ un2l$the$end$of$May$2015.$This$report$showcases$only$a$snapshot$of$our$ data,$ while$ the$ majority$ of$ our$ insights$ and$ findings$ will$ be$ displayed$ in$ early$ July.$ We$ will$ be$ focusing$ on$ balancing$ the$ sample$ size$ between$ regions$ and$ providing$ more$ inLdepth$ analysis$ on$ region$ to$ region$ comparisons.$$
By$ also$ ac2va2ng$ “YouthSpeak$ Day”$ we$ had$ thousands$ of$ young$ people$ on$ social$ media$ take$ a$ picture$ of$ the$ issues$ they$ care$ about$ and$ take$ a$ photo$ saying$ “I$ speak$ up$ for…"$ and$ tagged$ 5$ friends$ to$ ac2vate$ them$ on$ the$cause.$ Through$ this$ movement,$ we$ have$ been$ able$ to$ capture$ over$ twenty$ thousand$responses$and$we$look$forward$to$stretching$it$to$fiVy$thousand$ —$further$engaging$young$people$on$issues$that$are$affec2ng$them$today.$
Top$40$countries$and$territories$of$survey$respondents$$
were$the$primary$age$ range$of$our$survey$ respondents$
Algeria Poland Indonesia Philippines India Bulgaria Egypt Mexico Morocco Russia Turkey Greece Germany Brazil Malaysia Tunisia Italy Nigeria Pakistan Afghanistan Colombia Ukraine Portugal$ United$States Spain China$(Mainland) Ghana Azerbaijan Australia$ Hong$Kong Czech$Republic Canada Georgia Lithuania$ Mauritania Peru Slovakia Finland Vietnam Chile
453 436 434 434 421 395 391 371 337 282 275 269 269 266 254 242 237 215 210 181 177 174 168 165 133 0
548 530 521
450
*the$YouthSpeak$survey$is$onLgoing$and$will$be$completed$by$July$2015$
738 677
1,089 1,077 1,003 994 918
900 #$of$responses$
1,428 1,428 1,394
1350
1,690 1,615
1800
Age$of$respondents$
Gender$
53
18L21
59
Female
32
22L25
7
26L30
31$or$Above
1
15$or$under
1
41
Male
0
15
30
45
0
60
15
30
45
60
%$of$respondents$
%$of$respondents$
Are$you$studying$or$working? 63
Studying
20
Working$&$Studying
10
Working
7
Unemployed$ 0
17.5
35 %$of$respondents$
52.5
70
What$is$your$main$area$of$study? 27
Business$Administra2on$
14
Social$Sciences$
12
Engineering
8
Other
6
Humani2es$ Natural$Science
6
Computer$Science
6 6
Environmental$Studies Medicine$&$Health
4
Law
4
Educa2on
3
Visual$Arts$and$Design
3 2
Mathema2cs$and$Sta2s2cs 0
3.75
7.5
11.25
15
18.75
%$of$responses$
22.5
26.25
30
Highest$level$of$educa2on$ 64
Undergraduate/Bachelor's
13
Postgraduate/Master's
11
College/Technical$Diploma
9
Secondary$School
Other
1
Doctorate/Ph.D
1 0
8.75
17.5
26.25
35
43.75
%$of$responses$
52.5
61.25
70
How$long$have$you$been$in$AIESEC?$(AIESEC$respondents$only) 46
ear y $ 1 $ der
Un
36
ars e y $ 1$L$2
15
ars e y $ 2$L$3
71
ars e y $ $L$4
3
25
ars
$ye 4$L5
12
ars e y $ 5$L$6
3
ars e y $ 7$L$8 8+
2 0
10
20
30
40 %$of$responses
50
60
70
80
YouthSpeak+Survey+Report+ EDUCATION
 Enabling(the(Best(of(Millennials( Evolving(educa9on(to(meet(the(needs(of(students(and(employers(
+
Changing+landscape+on+trust+ Who$are$the$most$influen2al$individuals$helping$you$make$career$decisions? 42
Friends
30
Parents$/$Rela2ves
14
Opinion$Makers$
11
Professors$/$Tutors
3
University$advisors 0
12.5
25
37.5
50
%$of$respondents$
Rebuilding(trust(and(evolving(the( educa9on(system( Young$ people$ around$ the$ world$ are$ not$ content$ with$ their$ educa2onal$ experiences$ in$ school.$ They$ are$ not$ sa2sfied$ with$ what$ they$ are$ geYng$ out$ of$ their$ university$ experiences$ in$ connec2on$ to$ their$ future$ goals.$ With$ university$ advisers$ ranking$ last$ in$ the$ list$ of$ influencers$ to$ support$ career$ decisions,$ there$ is$ a$ bigger$ story$ to$ be$ told$ surrounding$the$role$of$universi2es.$We$are$ looking$ at$ a$world$where$young$ people$ can$ find$more$relevant$and$prac2cal$informa2on$ online$than$at$an$university.$ What$ is$ the$ evolving$ role$ of$ educators$ to$ bridge$this$gap$of$trust?$$
University$ advisors$ will$ need$ to$ improve$ their$ engagement$ with$ employers$ and$ students$ to$ boost$ credibility$ and$ their$ perceived$value.$
using$ tools$ like$ social$ media,$ public$ speaking,$ workshops$ and$ even$ conferences$ to$ engage$ young$people.$
Employers$who$are$focused$on$reaching$out$ to$ university$ students$ will$ need$ to$ understand$ how$ to$ influence$ the$ people$ surrounding$ their$ talents$ and$ at$ the$ same$ 2me$ engage$ more$ meaningfully$ with$ students.$ For$ example,$ employers$who$ only$ focus$on$online$channels,$are$missing$out$on$ key$ opportuni2es$ to$ posi2on$ their$ employees$ as$ mentors$ and$ career$ advisors$ for$students$on$campus.$$
For$ educators,$ the$ opportunity$ to$ bridge$ this$ gap$ of$ trust$ is$ needed$ in$ order$ to$ ensure$ that$ students$ are$receiving$the$right$informa2on$ about$their$future$careers.$
The$ best$ way$ to$ engage$ millennials$ will$ be$ through$more$authen2c$means$such$as$
+
A+generaAon+of+entrepreneurs+ 61.4%( of( millennials( have( plans( to( become( an( entrepreneur,(and(another(8.7%(already(are.((
Do(you(have(plans(to(become (an(entrepreneur?(
With$ a$ genera2on$ full$ of$ future$ entrepreneurs,$ the$ behaviours$ of$ young$ millennials$ will$ greatly$ impact$ their$ career$ choices$ and$ how$ they$ view$ the$ role$ of$ their$ employers.$$
31.3
Within(5(years
With$ 31.3%$ of$ respondents$ sta2ng$ that$ they$ want$ to$ become$ an$ entrepreneur$ in$ 5$ years,$ a$ significant$ por2on$ of$millennial$talents$will$enter$the$workplace$knowing$they$ will$already$be$jobLhopping$and$depar2ng$within$a$5$year$ window.$$
26.9
No
In$ the$ past$ decade,$ we$ have$ also$ see$ a$ great$ rise$ of$ internet$ and$ technology$ entrepreneurs$ who$ have$ paved$ the$way$for$an$en2re$genera2on.$$
22.5
Within(20(years
What$ are$ the$ implica2ons$ of$ an$ entrepreneurial$ genera2on$for$employers?$$ 8.7
I(already(am
• How$ will$ you$ shiV$ the$ workplace$ to$ become$ more$ adap2ve$to$this$trend?$ • How$will$you$retain$entrepreneurial$talents?$
7.9
Within(10(years
0
For$ educators$ —$ greater$ prac2cal$ knowledge$ will$ be$ needed$to$support$an$entrepreneurial$genera2on$$ 10
20
30
40
• How$ will$ the$ classroom$ transform$ to$ become$ more$ focused$ on$ building$ the$ capabili2es$ of$ future$ entrepreneurs$and$support$them?$
+Students+see+the+value+of+educaAon,+but+are+not+saAsfied+ with+the+experience+and+lack+the+career+support+ Sa9sfaca9on(with(higher(educa9on( experience(in(connec9on(with( future(goals( 53
Detractor
Do(you(feel(like(you(have(the( guidance(and(support(for(your(ideal( postagradua9on(career?
Does(your(educa9on(feel(relevant( to(what(you(want(to(do(in(the( future?
75.3
Yes
54.4
No
36.6
Passive
0
24.7
No
10.5
Promoter
15
30
45
Disconnec9on( of( Educa9on( to( Employment( 53%$ of$ millennials$ see$ a$ disconnec2on$ between$what$they$are$learning$today$versus$ what$ they$ will$ need$ tomorrow.$ For$ most$ millennials$ beyond$ technical$ backgrounds,$ their$degrees$have$not$given$them$the$value$ they$were$looking$for.$ It$ is$ good$ to$ note$ that$ 27%$ of$ YouthSpeak$ respondents$ study$ business,$ while$ another$ 14%$study$social$sciences—this$link$between$ the$ 53%$ of$ detractors$ of$ the$ educa2onal$ e x p e r i e n c e$ m a y$ d e m o n s t r a t e$ t h e$ disconnec2on$of$prac2cal$skills$development$ in$alignment$with$what$they$study.$ For$ most$ millennials,$ they$ are$ certain$ about$ the$ relevance$ of$ an$ educa2onal$ experience$
60
0
20
45.6
Yes
40
60
for$ their$ future,$ but$ is$ greatly$ disconnected$ from$ the$ sa2sfac2on$ and$ value$ they$ are$ geYng$in$return.$$ At$ the$ same$ 2me,$ students$ are$ not$ geYng$ the$ guidance$ and$ support$ to$ understand$ what$ they$ will$ need$ for$ their$ ideal$ postL gradua2on$ careers.$ Looking$ back$ at$ the$ previous$ slide$ on$ trust—there$ is$ a$ strong$ connec2on$ between$ the$ lack$ of$ support$ in$ university$ for$ career$ development$ and$ the$ the$distrust$in$university$advisors$to$support$ career$related$maGers.$$ How$ can$ we$ bridge$ this$ trust$ and$ support$ gap?$ With$ youth$ unemployment$ as$ high$ as$ 50%$ in$ Spain$ and$ Greece,$ and$ rapidly$ rising$ in$ many$ other$ economies,$ there$ is$ a$ significant$ challenge$ for$ government,$ youth,$
80
0
15
30
45
employers$and$the$third$sector$to$bridge$this$ gap.$$ Last$ year,$ the$ global$ youth$ popula2on$ reached$ 1.8$ billion,$ and$ 89%$ of$ the$ world’s$ youth$ live$ in$ less$ developed$ countries.$ The$ need$ for$ crossLsector$ collabora2on$ and$ the$ inclusion$of$youth$opinion$is$urgently$needed$ to$ address$ this$ issue$ misalignment$ and$ disconnec2on$of$educa2on$and$employment.$ To$ develop$ the$ next$ genera2on,$ young$ people$ and$ leaders$ must$ come$ together$ to$ iden2fy$ how$ we$ can$ bridge$ this$ gap$ of$ educa2on$ and$ employment.$ Including$ how$ we$ can$ beGer$ integrate$ the$ youth$ opinion$ into$ decision$ making$ processes$ and$ make$ it$ consistent.$
60
+EducaAon+is+the+most+important+global+ issue+for+young+millennials+ In#your#opinion,#what#is#the#most#serious#global#issue? 22.3
BeGer$Educa2on Food$&$Water$Security Basic$Welfare$&$Healthcare Large$scale$conict$/$Wars Economic$Opportunity$&$Employment Destruc2on$of$Natural$Resources Equality$and$Inclusion Government$Accountability$&$Transparency Freedom$from$Discrimina2on$and$Persecu2on Climate$Change Other Poli2cal$Freedoms Loss$of$Privacy/Security$due$to$Technology
2.6 1.9 1.2 0
10.6 10.0 9.7 8.6 7.6 7.5 6.6 6.0 5.3
3.75
7.5
11.25
15
18.75
%$of$responses$
22.5
26.25
30
+Universi2es,$like$the$people$within$them,$must$ embrace$change,$reimagine$possibili2es,$and$ revitalize$con2nuously$ N+Drew+Faust,+President+of+Harvard+
Youth$opinion:$How$can$we$transform$educa2on? “I# would# like# to# see# a# more# dynamic# and# fluid# system# that# would# interact# be:er# with# the# real# world.# In# my# business# school,# we# are# s<ll# studying# management# concepts# from# the# 90’s# and# this# hasn’t# been# as# progressive#as#the#current#trends#that#are#shaping#our# economy.”# L$KarLmen,$24,$Singapore$ “Universi<es#need#to#expand#their#method#of#defining# success.# Many# successful# people# in# the# world# aren’t# great#at#taking#exams,#but#they#are#great#at#solving#life# challenges,# and# that# is# what# we# should# be# learning.# Exams# should# only# one# of# the# many# ways# to# rate# success.”## L$Miranda,$19,$Poland$
Educa<on# needs# to# be# beyond# books.# Students# are# oEen#stuck#in#classrooms#learning#things#that#are#not# relevant# to# their# future# careers.# I# want# to# see# more# prac<cal# skills# development# that# also# enables# young# people#to#innovate#and#get#more#crea<ve.”## L$Isha,$24,$Mozambique$ “The# university# experience# needs# to# go# beyond# the# books.# It# needs# to# tap# into# the# development# of# life# skills#and#developing#our#understanding#of#the#world.#I# believe# that# universi<es# need# to# evolve# beyond# the# place# as# rewarding# degrees,# but# as# a# place# where# young#people#can#experiment,#explore#and#learn.” I#Lisa,#21,#United#States#
+Why+we+need+to+change+educaAon+ BETTER( EDUCATION(
Educators$ and$ employers$ need$ to$ urgently$ work$ together$ to$ address$ the$ lack$ of$ trust$ in$ suppor2ng$ students$ with$ their$ career$ development$ within$ the$ university.$ CrossL sector$collabora2on$is$necessary$to$address$the$ significant$ challenges$ within$ the$ way$ the$ educa2on$ system$ prepares$ young$ people$ for$ their$futures.$$ Greater$ trust$ needs$ to$ be$ fostered$ in$ the$ educa2onal$system$and$this$begins$with$a$more$ frequent,$ consistent$ and$ aligned$ agendas$ of$ employers,$ government$ and$ educators.$ To$ avoid$ the$ crea2on$ of$ lost$ genera2ons— employers$ and$ educators$will$ need$ to$ become$ more$ transparent$ with$ their$ needs,$ and$ more$ flexible$with$ their$ approach$ to$ developing$ and$ educa2ng$the$future$talents$in$their$markets.$$ The$ inclusion$ of$ youth$ opinion$ is$ cri2cal$ to$ developing$ effec2ve$ programmes$ and$ strategies$ that$ are$ aligned$ with$ the$ needs$ of$ young$people$and$enable$them$to$have$a$voice$ in$ the$ decision$ margin$ process.$ Experien2al$ learning$ should$ be$ highly$ considered$ as$ an$ e ff e c 2 v e$ l e a r n i n g$ m e t h o d$ f o r$ s k i l l s$ development.$ Young$people$are$unhappy$and$unsa2sfied$with$ their$educa2onal$experiences,$but$yet$they$see$ hope$ and$ see$ the$ relevance$ of$ an$ educa2onal$ experience.$ Elements$ of$ integra2ng$ realLworld$ experiences,$ greater$ support$ for$ studying$ and$
working$ abroad$ programmes,$ and$ fostering$ a$ more$entrepreneurial$culture$is$necessary.$$ If$ we$ are$ to$ develop$ an$ effec2ve$ educa2on$ system$ that$ meets$ student$ needs,$ it$ will$ need$ greater$ integra2on$ of$ youth$ opinion$ and$ employer$ input.$ These$ inputs$ are$ cri2cal$ to$ ensuring$ that$ curriculums$ are$ aligned$ with$ external$trends$and$u2lizing$teaching$methods$ like$ experien2al$ learning$ that$ can$ beGer$ engage$young$people.$$ In$ order$ for$ schools$ to$ beGer$ prepare$ young$ people,$a$greater$mixture$of$both$soV$and$hard$ skills$ development$ is$ needed.$ Further$ suppor2ng$ students$ in$ dynamic$ opportuni2es$ like$ working$ and$ studying$ abroad$ will$ further$ add$their$abili2es$to$succeed$in$through$$ We$ urge$ leaders$ across$ sectors$ to$ become$ more$ transparent$ and$ inclusive$ with$ their$ ini2a2ves,$and$for$young$people$to$take$a$more$ ac2ve$ role$ in$ par2cipa2ng$ in$ the$ decision$ making$process$and$ensure$that$we$do$not$risk$ crea2ng$ a$ lost$ genera2on$ of$ unfulfilled$ poten2al.$
+Summary+of+learnings+on+educaAon+ Universi-es(will(need(to(transform(themselves(into(a(place(where(young( people(can(not(only(study(and(take(exams,(but(learn(from(doing.(To( provide(them(with(real@world(experiences(that(are(relevant.(
Integra9ng(prac9cal(skills(with( theore9cal(knowledge(
Foster(an(entrepreneurial( learning(environment(
Involve(employers( throughout(the(educa9onal( experience(
Shi4(from(papers(and(degrees(to(experiences(and(skills(( Young$people$have$been$frustrated$about$the$amount$of$eďŹ&#x20AC;ort$and$investment$a$degree$requires$to$only$be$leV$with$an$ inability$to$get$a$good$career.$This$challenge$does$not$just$fall$on$government$and$educators,$but$students$and$ employers$alike$will$need$to$be$more$proac2ve$in$engaging$with$decision$makers$to$inďŹ&#x201A;uence$decisions.$At$the$same$ 2me,$educators$and$the$government$need$to$open$up$spaces$to$involve$the$youth$opinion$and$expand$the$relevance$of$ a$degree$for$young$people,$and$beGer$support$their$learning$experiences$with$greater$guidance$and$engagement$
TRANSITION((
the(journey(from(educa9on(to(employment(
Young( Millennials( are( Global( Ci9zens.+ They+ donâ&#x20AC;&#x2122;t+just+travel+to+relax,+ but+they+seek+adventure+ a n d+ s e e+ i t+ a s+ a n+ opportunity+to+learn+and+ grow.
1&in&4
+Learning+is+the+new+currency+
millennials$see$global$ experiences$as$the$most$ important$in$the$first$5$ years$of$their$career$
What#is#most#important#to#you#in#the#first#5#years#of#your#career?
24.8
Global$Opportuni2es
15.2
Meaningful$Work Constant$Learning Challening$work WorkLlife$balance Training$Opportuni2es
4.8 4.7 4.3
Strong$Employer$Brand Salary Alignment$with$study 0
8.1
11.4 11.2
13.3
7.5
A( globally( mobile( workforce( that( values( learning( experiences( over(a(high(paid(salary(
15
With$ an$ emphasis$ on$ global$ opportuni2es,$ meaningful$ work$ and$ constant$ learning,$ employers$ will$ need$ to$ evaluate$ how$ they$ will$ adapt$ to$ such$ needs,$ while$enabling$millennials$to$get$the$most$of$out$their$experiences.$$ $ millennials$ are$ seeking$ for$ employer$ who$ can$ provide$ them$ with$ the$ dynamic$ experiences$ that$ enable$ them$ to$ see$ the$ world,$ expand$ their$ horizons$ and$ contribute$to$a$posi2ve$impact$on$society.$$
30
CrossLborder$ assignments$ are$ showing$ no$ signs$ of$ a$ slowdown$ as$ stated$ in$ PwC’s$ Interna2onal$ Assignments$ Perspec2ve$ report$ —in$ fact,$ 59%$ of$ CEOs$ surveyed$plan$to$send$more$staff$on$interna2onal$assignments.$At$the$same$2me,$ younger$ millennials$ are$ recognizing$ and$ taking$ advantage$ of$ the$ tremendous$ opportuni2es$ of$ being$ present$ in$ rapidly$ emerging$ markets$ in$ Asia$ Pacific$ and$ La2n$ America.$ PwC’s$ Talent$ Mobility$ 2020$ report$ predicts$ a$ 50%$ growth$ in$ talent$mobility.$
Millennials(are(looking(for(opportuni9es(to(see(the(world,(not(just(to(travel,(but( to(learn(and(grow.( Younger( millennials( recognize( the( advantages( of( being( abroad( and( the( opportuni9es(for(accelerated(career(advancement(in(rapidly(emerging(markets.( Combined(with(the(fact(that(64.1%(of(YouthSpeak(respondents(state(that(they( aspire( to( hold( a( leadership( or( senioradecision( maker( posi9on( in( the( future,( it( serves(as(a(reminder(of(the(ambi9ous(nature(of(millennials(and(how(they(want(to( hold(responsibility(in(their(jobs.(
22.5
The$data$provides$us$with$a$deeper$insight$into$the$bigger$story$that$is$unfolding —young$ people$ are$ developing$ a$ more$ natural$ desire$ for$ being$ global$ ci2zens,$ resul2ng$in$a$genera2on$that$is$more$comfortable$with$reloca2ng,$experiencing$ new$environments$and$are$hungry$to$learn$about$the$world.$ Employers$ will$ need$ to$ focus$ on$ maximizing$ the$ depth$ of$ learning$ experiences$ millennials$ will$ acquire$ throughout$ their$ early$ career$ stage$ with$ global$ opportuni2es,$meaning$work$and$constant$learning$at$the$top$of$the$agenda,
+What+does+meaningful+work+mean+to+millennials? Youth$opinion:$define$meaningful$work “Is(when(I(live(to(work,(not(work(to(live!(Passion(for(what(I(put( into,(crea-ng(change,(learning(day(by(day,(and(sparking( someone(else's(fire!” @(Valerie,(24,((Bahrain(
“Meaningful(work(for(me(is(that(whatever(you(do(makes(the( world(and(humankind(beCer,(everyone(clear(of(the(impact(the( results(bring,(and(not(just(taking(decisions(according(to(profit,( without(having(in(mind(if(this(good(for(society(at(all”( @(Kathy,(21,(Colombia((
“If(you(don’t(see(it(as(work(anymore,(but(enjoyment”(( @(Mark,(18,(Australia((
(“For(me(it(will(be(really(meaningful(when(you(believe(on(what( you(doing(and(geUng(apprecia-on(even(by(saying(a(simple( "thank(you”.(@(Mint,(20,(Korea((
For(me,(work(is(more(than(just(to(earn(a(salary.(It(should(be( about(learning(and(having(fun,(and(about(doing(a(greater( good.( @(Zenas,(24,(Canada((
“Work(is(meaningful(if(i'm(s-ll(learning(new(things(whether(it's( about(my(self,(surroundings(or(some(technicali-es(.(If(that(is( missing(,(I(won’t(consider(it(meaningful(any(more” @(Batool,(21,(Egypt((
+Preferences+in+skills+development++ What(top(5(skills(do(you(need(to(develop(to(help(you(get(ahead? New$Languages Public$Speaking Leadership$&$Management Cri2cal$Thinking$&$Problem$Sovling Judgement$&$Decision$Making Finance$&$Budgets Marke2ng$and$Sales Data$Analysis$&$Analy2cs Comfortability$with$Rapid$Change Digital$Skills Digital$&$Technical$Awareness Cultural$Awareness$&$Sensi2vity$ Ac2ve$Listening Other
1.1 0
30.4 28.3
24.7 24.1 24.3
15.5 14.4 12.8 12.5
39.8
25
44.7
49 47.8 47.6
37.5
50
How(would(you(prefer(to(learn(these(new(skills 67.6
Experien9al(Learning
48.5
Volunteering(experiences
47.3
On(the(job(training At(College(/(University
44.3
Conferences(/(Events
44.3 43.6
Coaching(/(Mentoring
31
Selfataught(books/knowledge(online
29.9
Informal(network(learning(with(peers
19.3
Online(classes(&(ealearning( Other
0.8 0
18
35
53
70
+Where+millennials+want+to+work+ If(you(followed(your(passions,(where(would(you(find(yourself(5(years(from(now?( 19.2
Working(for(a(mul9na9onal(company
18.7
Running(my(own(business(/(startaup
13.5
In(an(NGO/IGO(Organisa9on
12.8
I(am(not(sure(yet
8.2
Studying(for(an(advanced(degree
5.8
Freelancing(/(Selfaemployed
5.3
Working(in(Large(Na9onal(Business Other
4
Working(in(Poli9cs(/(Government
4 3.3
Pursuing(Academic(Career
3
Working(in(an(established(SME
2.3
Joining(a(startaup 0
5
10
15
20
%(of(respondents(
An( urgency( to( rapidly( transform( to( a( more( entrepreneurial( workplace(( The$ talent$ landscape$ is$ quickly$ shiVing$ and$ the$ rise$ for$ entrepreneurship$ is$ signalling$a$major$change$in$how$millennials$may$see$the$role$of$an$employer$in$ the$first$few$years$of$their$careers.$ Running$ my$ own$ business$ or$ startLup$ leads$ in$ second$ ranking$ with$ 18.7%$ of$ par2cipants,$showcasing$a$genera2on$of$entrepreneurs$and$individuals$who$are$ willing$to$take$the$risks,$pursue$their$dreams$and$build$it$themselves.$At$the$same$ 2me,$there$is$a$significant$difference$between$those$who$have$a$desire$to$start$ their$ own$ business$ versus$ joining$ another$ startLup.$ A$ major$ challenge$ for$ new$ startups$will$be$their$ability$to$aGract$great$talent.
Mul2na2onals$are$faced$not$only$with$compe22on$with$other$major$brands,$but$ in$their$ability$to$aGract$future$entrepreneurs.$MNC’s$will$need$to$rapidly$create$a$ more$ entrepreneurial$ and$ dynamic$ workplace$ to$ aGract$ top$ talent$ and$ demonstrate$to$millennials$that$their$workplace$is$a$place$where$they$can$thrive. YouthSpeak$ data$ has$ shown$ that$ young$ millennials$ have$ a$ strong$ desire$ for$ global$ experiences,$ meaningful$ work$ and$ constant$ learning.$ Whether$you$ are$ a$ mul2na2onal$ or$ a$ NGO/IGO,$ the$ fight$ for$ talent$ isn’t$ just$ between$ other$ organisa2ons,$ but$ your$ own$ ability$ to$ transform$ your$ workplace$ to$ meet$ the$ needs$ of$ a$ genera2on$ that$ demands$ for$ rapid$ personal$ and$ professional$ development,$an$entrepreneurial$work$culture$and$greater$transparency$between$ an$employers$ac2ons$and$their$values.$
+Summary+of+learnings+on+career+trends+ Great(employers(will(foster(an(entrepreneurial(workplace(that(enables( millennials’(talents(to(constantly(learn,(grow(and(explore(new(opportuni-es.((
Ability(to(gain(access(to( dynamic(and(global( experiences
Ability(for(constant (learning(and(growth((
Develop(an(entrepreneurial(( work(culture(
Millennials(view(the(purpose(of(the(workplace(as(going(beyond(tradi9onal(benefits(—(focusing(more(on(their(own(individual( development.(How(will(you(transform(your(workplace(to(meet(these(needs(of(young(millennials?(
Shi4(from(tradiEonal(benefits(to(learning(benefits(( Millennial$desire$for$learning$experiences$represent$a$shiVing$change$in$what$aGracts$them$to$a$job.$Earning$a$high$ salary$may$not$be$a$major$aGrac2on$point$for$millennials$as$their$appe2te$for$global$experiences,$meaningful$work$and$ constant$learning$rises.$They$expect$to$start$their$careers$with$dynamic$global$experiences$that$enable$them$constantly$ learn$and$be$challenged$with$new$and$exci2ng$opportuni2es.$ How$will$employers$focus$and$invest$more$on$the$learning$journey$of$their$talents$and$showcase$it$in$an$engaging$way?
+Millennials+want+to+become+beaer+for+ themselves+and(for(society((+ They+want+to+ďŹ nd+fulďŹ llment+in+both+life+ and+work,+and+at+the+same+Ame+ contribute+to+the+beaerment+of+society.++
EMPLOYMENT((
developing(the(best(in(millennials((
The+purpose+of+your+organisaAon+is+important+to+ millennials.+They+want+to+know+if+you+are+making+the+ world+a+beaer+place,+and+if+your+values+are+shown+ through+your+acAons.
It’s( beyond( business( as( usual.( It’s( more( related( to( what(a(business(can(do(to(contribute(towards(the( the(world(we(live(in.(It’s(a(shared(responsibility(as(a( business(has(the(power(to(influence(things.(This(is( a(minimum(for(any(company(I(work(for.”( @(Helene,(27,(Belgium
+Beyond+business+as+usual+
How$important$is$it$for$the$company$you$work$for$to$have$a$posi2ve$impact$on$society?$ Very$Important
Somewhat$important
Not$important 0
20
40
60
80
%$of$respondents$
The( triple( boiom( line( is( a( standard((
For$leaders$at$the$top$of$organisa2ons,$a$key$ ques2on$is$how$are$you$opening$up$yourself$ and$ your$ organisa2on$ in$ demonstra2ng$ purpose$ in$ the$world$ and$ to$ inspire$ greater$ trust$amongst$employees$and$future$talents.$$
Your$ organisa2on’s$ ability$ to$ not$ only$ demonstrate$ a$ posi2ve$ impact$ on$ society,$ but$ communicate$ the$ purpose$ is$ cri2cal$ for$ millennial$ talent.$ People,$ planet$ and$ profit$ are$ cri2cal$ factors$ to$ millennial$ evalua2ons$ of$employer$aGrac2veness.$$ No$ longer$ is$ it$ about$ winning$ the$ minds$ of$ people$through$hard$benefits$like$salary$and$ pres2ge,$but$how$will$you$win$the$hearts$of$ people.$$ Social$ media$ has$ brought$ wordLofLmouth$ online$ and$ has$ enabled$ conversa2ons$ to$ spread$ like$ wildfire$ —$ what$ your$ company$
Beyond$ communica2ons,$ employers$ will$ need$ to$ evaluate$ their$ business$ opera2ons$ and$ ensure$ clear$ alignment$ between$ internal$and$external$ac2ons.$$
does$in$one$region$of$the$world$needs$to$be$ aligned$with$its$greater$purpose.$$
Alignment( between( words( and( ac9ons(
Millennials$ value$ less$ on$ how$ much$ money$ you$ actually$ make$ or$ if$ you$ increase$ your$ performance,$but$the$demonstra2on$of$your$ organisa2on's$ values.$ Decisions$ like$ where$ you$ are$ inves2ng$ and$ how$you$ are$ trea2ng$ your$ employees,$ stakeholders$ and$ partners$ are$ important$ factors$ to$ pay$ aGen2on$ to.$ Millennials$ greatly$ value$ this$ alignment$ of$ people,$ planet$ and$ profit,$ and$ the$ employer’s$ ability$ to$ be$ truly$ authen2c$ and$ transparent.$
Employers$ will$ need$ to$ ensure$ that$ everything$ they$ do$ is$ communica2ng$ a$ common$purpose$that$includes$the$message$ of$ their$ role$ in$ society$ to$ make$ it$ a$ beGer$ place.$
“Millennials+are+quick+to+react+negaAvely+to+any+ perceived+disconnect+between+the+firm’s+words+and+ its+acAons.+If+they+don’t+believe+us,+they(leave.” N+Bob+Moritz,+U.S.+chairman+and+senior+partner+of+PwC,++ HBR+arAcle+“Keeping+millennials+engaged”
WORKPLACE$ DESIGN$ MATTERS. “Currently,$ only$ one$ in$ four$ U.S.$ workers$ are$ in$ op2mal$ workplace$ environments.$The$rest$are$struggling$ to$ work$ effec2vely,$ resul2ng$ in$ lost$ produc2vity,$ innova2on,$ and$ worker$ engagement.”$ L$Gentler$Workplace$Research$2013
+CREATIVE,(CHALLENGING,(FUN.(â&#x20AC;¨ The+ideal+workplace+for+young+millennials What$keywords$describe$your$ideal$workplace? 45.6
Crea2ve
38.6
Challenging
34.6
Fun
31.8 31.3 30.1
Dynamic Global Purposeful
25.6 24.1 23.9 23
Suppor2ve Diverse Flexible Rewarding
18.4 17.5 17.3
Democra2c Prac2cal Entrepreneurial
11.2 10.5 9.8 9.5 9.1
Local Serious Large Informal Analy2c
7.7
Busy
5.4 5
Inclusive Na2onal Other Theore2cal Small Rigid
2.6 1.8 1.4 1 0
12.5
25 %$of$respondents$
37.5
50
Bring+the+best+of+your+millennials+by+creaAng+an+ environment+where+the+office+becomes+a+hub+of+creaAvity,+ where+the+environment+sAmulates+their+growth. For+millennials,+workplaces+are+more+than+just+a+place+to+ work.+It+is+a+place+where+great+things+can+happen+if+you+ create+the+experiences+and+spaces+than+enable+it.+
64%
of# respondents# state# that# they# aspire#to#hold#leadership#or#seniorI decision#making#posi<ons.#
+“One+size+does+not+fit+all”+millennials+ A(growing(appe9te(for(leadership(( Though$ the$ aspira2ons$ and$ ambi2ons$ of$ leadership$ are$ there,$ employers$ are$ not$ adap2ng$ fast$ enough$ to$ keep$ up.$ In$ the$ Forbes$ ar2cle$ “The$ #1$ reason$ leadership$ development$ fails”$ a$ top$ 50$ leadership$ thinker$Mike$MyaG$argues$that$you#don’t#train# leaders,#but#develop#them.#$
choice$from$survey$respondents,$the$opinions$ of$ leaders$ reflect$ a$ different$ story.$ The$ 2013/14$report,$Global$Leadership$Project$by$ talent$ management$ company$ Chally$ Group$ Worldwide,$ surveyed$ 300$ CEO’s$ and$ senior$ HR$ professionals$ and$ found$ that$ coaching/ mentoring$ s2ll$ con2nues$ to$ be$ the$ most$ popular$ leadership$ development$ prac2ce$ for$ both$small$and$large$companies.$$
Our$survey$found$that$experien2al$learning— the$act$of$learning$by$doing$and$trying$is$the$ #1$ (67.6%)$ preferred$ method$ of$ learning$ for$ millennials,$ followed$ by$ volunteering$ experiences$ (48.5%)$ and$ on$ the$ job$ training$ (47.3%).$$ Employers$ must$ learn$ to$ shiV$ their$ mindsets$ from$ trying$ to$ hold$ millennial$ talents$ down$ and$ viewing$ them$ as$ a$ threat,$ and$ instead$ harness$their$ambi2on$for$leadership.$But$the$ ques2on$is$how?$
However$at$the$end$of$the$day$it’s$not$about$ what’s$out$there,$but$what$works$for$you$and$ your$employees.$
A( gap( between( youth( opinion( and( leader(opinion(
Changing$ your$ organisa2on$ to$ improve$ the$ the$ transi2on$ to$ a$ millennial$ workplace,$ will$ re q u i re$ a$ w i l l i n g n e s s$ t o$ a d a p t$ a n d$ conversa2ons$that$fosters$understanding.
While$ experien2al$ learning$ may$ be$ the$ #1$$
It’s$ about$ finding$ the$ right$ people,$ puYng$ them$ in$ the$ right$ environment,$ and$ giving$ them$ the$ right$ tools$ to$ succeed.$That$ begins$ with$having$a$more$open$environment$where$ employees,$ senior$ and$ young,$ are$ able$ to$ interact$ more$ casually$ and$ are$ given$ the$ chance$to$voice$their$opinions.$$
“
At( the( end( of( the( day( it’s( not( about( what’s( out( there,( but( what( works( for( you(and(your(employees.( It’s( about( finding( the( right( people,( pukng(them(in(the(right(environment,( and( giving( them( the( right( tools( to( succeed.( That( begins( with( having( a( m o re( o p e n( e nv i ro n m e nt( w h e re( employees,( senior( and( young,( are( able( to(interact(more(casually(and(are(given( the(chance(to(voice(their(opinions.(( The(ability(to(change(your(organisa9on( and( make( millennial( transi9ons( more( effec9ve((begins(with(the(conversa9on( and(willingness(to(adapt.(
”
++A+“desire+for+learning”+culture++ responsibili2es$ that$ go$ beyond$ just$ administra2ve$ work,$ but$ further$ tap$ into$roles$that$enable$them$to$think$cri2cally$and$solve$complex$problems.$$
A$focus$on$enabling$the$best$out$of$your$millennial$talent$$ In$ previous$ genera2ons,$ a$ job$ was$ a$ means$ to$ an$ end.$ People$ valued$ stability$ and$ security$ in$ their$ lives.$ In$ the$ current$ cultural$ context,$ a$ job$ has$evolved$to$become$an$even$more$important$part$of$their$lifestyle.$The$ major$trend$is$linked$with$the$reducing$barriers$between$their$professional$ versus$personal$lives.$Millennials$are$far$more$individualis2c$than$previous$ genera2ons$ and$ hold$ much$ higher$ standards$ for$ employers$ to$ enable$ them$to$grow$and$succeed.$$
What$is$a$culture$of$learning?$$ A$culture$of$learning$will$be$defined$by$a$workplace$that$empowers$their$ people$to$always$seek$for$con2nuous$improvement$and$learnings$—$it$is$a$ culture$that$learns$from$mistakes$and$seeks$to$always$grow$from$it.$It$is$a$ departure$ from$ an$ execu2on$ culture$ that$ was$ heavily$ focused$ on$ following$ rules$ and$ procedures.$ Millennials$ are$ looking$ for$ workplaces$ that$ enable$ them$ to$ solve$ tough$ challenges$ and$ apply$ a$ more$ entrepreneurial$ approach$ to$ work.$ Millennial$ demands$ for$ a$ challenging$ workplace$ will$ push$ employers$ to$ reconsider$ job$ descrip2ons$ and$
Execu2on$Culture • • • • • •
Focused$on$the$plan$ Executes$to$meet$numbers$$ Eliminates$low$performers$ Listen$to$the$customer$$ Fix$what$is$broken$$ Strong$compliance$and$penal2es$
An$entrepreneurial$approach$to$both$work$and$life(( Millennials$are$more$comfortable$with$improvisa2on$and$experimenta2on.$ They$ are$ born$ in$ a$ 2me$ where$ the$ internet$ and$ search$ engines$ enabled$ them$to$discover$answers$on$their$own.$In$the$workplace,$millennials$will$ empowered$by$improvising$and$finding$innova2ons$as$opposed$to$simply$ following$the$rules$and$execu2ng$more$administra2ve$tasks.$$ Millennials$who$are$digital$na2ves$and$are$more$entrepreneurial$than$the$ last$ genera2on$ will$ look$ for$ employers$ who$ are$ more$ naturally$ aligned$ with$ their$ behaviours$ and$ working$ preferences.$ For$ employers,$ this$ presents$ an$ opportunity$ to$ transform$ your$ workplace$ to$ become$ a$ learning$environment$that$empowers$and$embraces$a$more$open$minded$ concept$ of$ success.$ Innova2on$ has$ become$ a$ major$ buzzword,$ but$ we$ believe$it$is$because$young$millennials$want$to$innovate$and$experiment.$ Young$ millennials$ are$ great$ innovators,$ experimenters$ and$ complex$ problem$solvers.$$
Learning$Culture • • • • • •
Focused$on$evolu2on$and$innova2on$ Goes$beyond$the$numbers$ Improves$low$performers$$ Learns$from$the$customer$$ Develops$solu2ons$proac2vely$$ Principles$over$rules$
+A+focus+on+workNlife+‘style’+over+balance How$would$you$define$workLlife$balance? 48
Opportunity$to$pursue$personal$interests
28.6
Flexibility$at$work
16.3
Fixed$schedule$(defined$working$hours)
3.9
Number$of$free$days$per$year 0
12.5
25
37.5
50
%$of$respondents$
A(focus(on(trust(a(a(need(for(stronger(communi9es(and( rela9onships.(( For$ millennials,$ a$ workLlife$ balance$ is$ not$ simply$ about$ the$ division$ of$ work$and$their$personal$lives,$but$the$priori2sa2on$of$personal$interests$ and$being$able$to$do$what$they$love$in$and$outside$of$work.$While$the$ last$ genera2on$ was$ focused$ on$ their$ ability$ to$ get$ a$ 9L5$ job$ that$ was$ secure,$paid$well$and$had$vaca2on$2me.$Millennials$are$willing$to$trade$ off$ free$ days$ per$ year$ in$ return$ for$ greater$ flexibility$ at$ work$ and$ their$ ability$to$pursue$personal$interests$and$keep$learning.$$ Employers$ can$ greatly$ benefit$ from$ these$ shiVing$ behaviours$ of$ millennial$ desires$ to$ be$ more$ engaged$with$work$ and$ life$ together,$ but$ will$require$a$shiV$in$mindset$of$what$workLlife$balance$looks$like.$ Execu2ves$ will$ need$ to$ redefine$ learning$ programmes$ and$ how$ they$ compensate$employees$for$their$work.$Millennials$care$deeply$about$(
their$ own$ personal$ interests$ and$ the$ workplace$ will$ need$ to$ reward$employees$beyond$tradi2onal$benefits$like$a$high$salary$ or$ extensive$ vaca2on$ 2me,$ but$ to$ look$ at$ the$ ability$ of$ an$ employer$ to$ reward$ their$ talents$ on$ an$ more$ flexible$ and$ frequent$basis.$ These$insights$tell$a$story$of$a$genera2on$that$does$not$seek$to$ be$ completely$ disconnected$ from$ their$ work$ through$ 2me$ off$ and$ vaca2ons,$ but$ by$ being$ able$ to$ develop$ themselves$ and$ grow.$ They$ want$ to$ see$ their$ employers$ as$ a$ posi2ve$ support$ system,$as$a$learning$environment$where$the$learning$con2nues$ even$outside$the$workplace.$
A(new(deďŹ ni-on(of(work@life(balance( â&#x20AC;&#x153;The+ noAon+ of+ working+ 9N5,+ earning+ a+ high+ salary,+ and+ having+ extensive+ vacaAon+ Ame+ is+ outdated.+ Millennials+want+to+be+inspired,+to+learn+and+to+grow+ in( and( outside+ of+ the+ workplace.+ How+ they+ contribute+ to+ society+ in+ all+ aspects+ of+ their+ lives+ is+ important+to+them.+
+Summary+of+learnings+on+employment++ Employers(who(aCract(and(retain(top(millennial(talent(will(need(to(live( by(their(ac-ons(and(values,(and(foster(a(working(environment(that( rapidly(develops(their(people,(and(contributes(to(their(life(ambi-ons.((
Employers(will(need(to(match( their(ac9ons(with(their(values( and(purpose(in(society(
The(ideal(workplace(is( crea9ve,(challenging( and(fun(
Leaders(need(to(shim(the( mindset(from(following(rules( to(enabling(experimenta9on(
Millennials(demand(employers(to(not(only(post(their(values(on(their(website,(but(have(their(leaders(and(employees( exercise(what(they(say.(They(see(the(workplace(as(more(than(just(work—but(a(place(to(enjoy(themselves.(
It’s(not(a(workJlife(balance,(but(a!work&lifestyle! Millennials$do$not$see$this$great$separa2on$between$the$their$professional$versus$personal$lives.$They$want$to$be$able$ to$bring$their$best$to$the$workspace,$and$that$means$being$able$to$be$themselves.$Their$personal$interests$and$life$ passions$are$very$important$to$them$and$they$want$their$employers$to$recognise$and$support$them.$Long$vaca2ons$may$ be$a$thing$of$the$past,$as$they$rather$gain$access$to$more$dynamic$opportuni2es$and$advance$their$own$individual$ growth.
YouthSpeak+key+takeaways+ INVEST(
EMPOWER
INNOVATION(
in$your$employee’s$learning$and$ development,$with$significant$ considera2ons$of$the$individual’s$ future$career$aspira2ons.$Help$them$ connect$the$dots$on$how$their$ current$experience$with$you$fits$with$
their(desire$for$challenging$ experiences$with$greater$ responsibili2es$and$beGer$support$ systems.$Enable$your$employees$to$ thrive$in$a$more$entrepreneurial$and$ experimental$learning$environment.$
is$a$big$theme$amongst$millennials,$ who$have$a$innate$desire$for$ crea2vity$and$a$learning$culture.$ Millennials$work$best$in$a$seYng$ where$they$create$and$invent,$this$ requires$management$to$be$less$topL down,$and$more$boGomLup.$
their$wider$career$goals.$
$
LIVE
OPEN(
REDUCE(
by$your$values$and$show$it$through$ your$ac2ons.$Young$people$want$to$ associate$with$organisa2ons$who$ live$by$their$words.$Don’t$just$leave$ your$values$on$the$wall,$but$bring$it$ to$life.$
the$dialogue$to$enable$young$people$ to$par2cipate$int$he$decision$making$ process.$Inclusion$of$their$youth$ opinions$from$the$beginning$is$ needed$to$ensure$that$they$are$ “boughtLin.”$
hierarchical$barriers$and$powerL distance$between$millennials,$they$ trust$their$peers$more$than$ authority$figures.$To$build$strong$ rela2onships$with$millennials,$$this$is$ a$part$where$you$can$play$a$key$role$ in$becoming$more$of$a$role$model$ and$peer$to$youth.$
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Gordon(Ching,(Author(and(( Global$VP,$Digital$Marke2ng+ AIESEC+InternaAonal+ gordonc@ai.aiesec.org+ YouthSpeak(General(Inquiries( youthspeak@ai.aiesec.org
Karolina(Piotrowska( Global(VP,(Public(RelaEons( AIESEC+InternaAonal+ karolinap@ai.aiesec.org+
Tala(Mansi( Global(Partnerships(Manager( AIESEC+InternaAonal+ talam@ai.aiesec.org++