Read more in the June 6 edition of Invert Insights.
For 14 years, Deloitte’s global survey of 23,000 Gen Zs and millennials has highlighted the generational values, attitudes, and beliefs that make for a happy workplace. With these generations expected to make up 74% of the global workforce by 2030, the 2025 Gen Z and Millennial Survey report is required reading for organizations looking to attract and retain top talent. Among its findings, the survey highlights that these generations are focused on learning and mental health, financial security, developing soft skills, emphasizing purpose and meaning in their work, and prioritizing organizations committed to real climate action.
Environmental sustainability is not just a concern for these generations, it is a mandate. For those working in climate, ESG, and sustainability, their message is both urgent and unequivocal: align values with action, or risk irrelevance.
Two-thirds of Gen Z and millennial respondents say they are anxious about the environment, and this is shaping real-world decisions. Nearly 65% of both groups are willing to pay more for environmentally sustainable products and services. Around one in four have actively researched a company’s environmental policies before accepting a job offer. These are behavioral signals that will shape the future of consumer and labor markets.
Environmental integrity is emerging as a critical differentiator in the war for talent. Deloitte’s data shows that 89% of Gen Zs and 92% of millennials say purpose is important to job satisfaction and well-being. Nearly half say they’ve left or turned down a job because it lacked alignment with their ethical or sustainability values. They expect employers to act on climate and integrate ESG into organizational culture. Not just in corporate reporting, but in how people are managed, supported, and developed. Tomorrow’s best talent is expected to gravitate to mission-aligned organizations.
Environmental anxiety and economic pressure are overlapping in profound ways. Financial insecurity, cost of living, and climate concerns are cited as top sources of stress among young professionals. This underlines a deeper truth. Climate resilience is no longer only about ecosystems, it’s about social equity, mental health, and economic justice. Organizations that integrate climate adaptation with social well-being – especially within their workforce strategies – will lead in both credibility and performance.
These generations are deeply skeptical of performative ESG claims. They expect measurable action and transparent communication. Nearly 80% say they believe businesses have a responsibility to address climate change, but trust is thin. Words without data, or pledges without timelines, are increasingly viewed as empty. Climate strategies must be grounded in accountability, not aspiration. Independent verification, science-based targets, and community engagement are no longer nice-to-haves, they’re the minimum standard.
Invert Insights.
💡 This survey reminds us that people are the most powerful lever for change. Gen Z and millennials aren’t waiting for governments to act. They’re building new norms in the workplace, applying pressure through purchasing behavior, and holding institutions to account. To maintain relevance and impact, climate strategies must evolve in lockstep with their expectations, emphasizing intersectionality, systems thinking, and intergenerational equity. It’s not enough to set net-zero targets. Organizations must show how those targets uplift workers, engage communities, and generate trust.
💡 For employers and climate leaders, environmental strategy must equate to talent strategy. How organizations speak about climate in investor meetings must align with how the team experiences it in day-to-day culture. Whether it’s internal carbon pricing, regenerative supply chains, or decarbonized benefits programs, tangible sustainability initiatives are now part of the employee value proposition.
💡 The survey highlights that cost of living and financial insecurity are top concerns for both cohorts, and these economic anxieties coexist with deep concern about climate. This convergence suggests that the climate crisis is not only an environmental issue, it is a social and generational one. They want action that addresses both planetary and personal resilience. Organizations that embrace this dual lens – combining environmental action with social equity – will have the most credibility moving forward.
