Deloitte 2023 GenZ MillennialSurvey Brasil

Deloitte Global 2023 Gen Z and Millennial Survey
Country profile: Brazil

Methodology and global key messages

Key global findings:
Broad societal change has spurred some workplace progress in recent years, but new setbacks are impacting Gen Zs’ and millennials’ ability to plan
for their futures
Employers have made some progress since pre-pandemic times, but business more broadly is still not meeting expectations. Satisfaction
with work/life balance, and employer progress on DEI, societal impact, and environmental sustainability have improved. While they are
slightly more satisfied with their own employers, less than half are convinced that business more broadly is having a positive societal impact.
But they continue to have high expectations for business leaders and expect them to drive progress on societal and environmental issues.
The cost-of-living crisis looms large for Gen Zs and millennials. Half of Gen Zs and millennials say they live paycheck to paycheck. They worry Our methodology:
that a potential economic recession may cause employers to backtrack on climate action. They also worry it will hamper their ability to ask for The 2023 Gen Z and Millennial
much needed pay increases, to continue pushing for flexibility, or to find new jobs. Survey solicited the views of
14,483 Gen Zs and 8,373
Gen Zs and millennials are rethinking the role of work in their lives. Roughly half of Gen Zs and millennials say work is central to their millennials (22,000 respondents
identity, but work/life balance is key. This is reflected in the fact that having a good work/life balance is the No. 1 trait they admire in their in total), from 44 countries across
peers, and their top consideration when choosing a new employer. North America, Latin America,
Western Europe, Eastern Europe,
Both generations said they still feel stressed or anxious all or most of the time. Their longer-term financial futures, day-to-day finances, and
the Middle East, Africa and Asia
the health/welfare of their families are their top stress drivers, while concerns about mental health and workplace issues such as heavy
Pacific.
workloads, poor work/life balance, and unhealthy team cultures are also challenging. Linked to the results around work-related stress drivers
are increasingly high levels of burnout due to work pressures. Fieldwork was conducted
between November and
Harassment is at a worryingly high level in the workplace, particularly for Gen Zs. Three in five Gen Zs (61%) and around half of millennials December 2022, with qualitative
(49%) have experienced harassment or microaggressions at work in the past 12 months. Inappropriate emails, physical advances, and physical interviews conducted in March
contact are the most common harassment experiences, while exclusion, gender-based undermining and unwanted jokes are the most 2023.
common microaggressions experienced. Around eight in 10 did report the harassment they experienced to their employer, but a third of Gen
Zs and a quarter of millennials think the issues were not handled effectively. As defined in the study, Gen Z
respondents were born between
Climate change is a major stressor for Gen Zs and millennials, and it’s impacting their lifestyle and career decisions. Six in 10 Gen Zs and January 1995 and December
millennials say they have felt anxious about the environment in the past month. Their climate concerns impact their decision-making, from 2004, and millennial respondents
family planning and home improvements, to what they eat and wear. It also plays a key role in their career choices—more than half of were born between January 1983
respondents say they research a brand’s environmental impact and policies before accepting a job. and December 1994.
The following deck examines how Brazil’s Gen Zs and millennials stand out from their global counterparts on these key themes.
2
© 2023. For information, contact Deloitte Touche Tohmatsu Limited.
Country profile: Brazil
800 total respondents in Brazil: 500 Gen Zs and 300 millennials

GEN Z PROFILE MILLENNIAL PROFILE
Gender Gender
50% 50% 50% 50%
Identify as male Identify as female Identify as male Identify as female Non-binary
Parents Parents
30% 70% 65% 35%
Yes No Yes No
Education Education
13% 35% 10% 10% 32% 10% 10% 10% 70%
Pursuing/gained trade qualification Pursuing university degree
Pursuing/gained trade qualification Pursuing university degree
Pursuing high school degree Gained high school degree
Gained university degree Gained high school degree Gained university degree
Employment Job seniority Organization size Employment Job seniority Organization size
10% 9% 16% 7% 14% 7% 4% 7% 2%
10% 1%
22% 6% 21% 34%
35%
27% 46% 15% 47% 7%
16% 35%
13% 72%
5% 26% 9%
11% 34% 11% 20%
Working full-time Trainee/apprentice/intern Under 100 Trainee/apprentice/intern
Working full-time Under 100
Working part-time Junior executive 100-249 Working part-time Junior executive 100-249
Temporary or freelance Midlevel executive 250-999 Temporary or freelance Midlevel executive 250-999
Full-time education Senior executive Full-time education Senior executive 1,000+
Head of department 1,000+
Not working/unpaid Not working/unpaid Head of department Don't know/Not sure
Senior management/board Don't know/Not sure
3
Employer Progress*
Percentage who are very satisfied with their current Percentage who are very satisfied with their organization’s
work/life balance in their job: DEI efforts:
47% 46% 40% 38%
33%
34% 31% 28%
24%
21% 19%
18%
2019 2023 2019 2023

Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials
Percentage who are very satisfied with their organization’s Percentage who strongly agree large companies are taking
societal impact: 41% action to protect the environment:**
38%
30%
23% 26%
17% 24% 24%
19% 17%
13% 12%
2019 2023 2019 2023

*2019 data not available for Brazil

**2019 data based on percentage who selected protection of the environment as one of the top three achievements of businesses.
4
Expectations of Business
Who has a significant responsibility to address societal and Percentage of respondents who have rejected an assignment, or
environmental issues? a potential employer based on their personal ethics/beliefs:
Top groups considered to have an important/leading 44%

39%
37% 33% 33% 34% 35%
role in highlighting social issues in Brazil 31%
Politicians Business leaders Social justice / sustainability

advocates
Groups considered to have a less important role in Assignment Potential employer

highlighting social issues in Brazil
Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials
Sports stars TV news personalities Social media influencers
Percentage of respondents who believe they have the power to

Percentage of respondents who think businesses have a
drive change; that their organization seeks input from employees
very/fairly positive impact on society:
and incorporates feedback:
of Gen Zs in Brazil of millennials in Brazil of Gen Zs in Brazil of millennials in Brazil
68% vs. 48% of 70% vs. 44% of 69% vs. 58% of 66% vs.55% of
Gen Zs globally millennials globally Gen Zs globally millennials globally
5
Top concerns
Top five issues of greatest concern:
Brazil Gen Zs Global Gen Zs

Unemployment 32% Cost of living 35%
Cost of living 31% Unemployment 22%
Inequality / discrimination 30% Climate change 21%
Crime/personal safety 24% Mental health of my generation 19%
Education, skills, and training 21% Crime/personal safety 17%
Brazil millennials Global millennials
Unemployment 31% Cost of living 42%
Cost of living 28% Climate change 23%
Crime/personal safety 26% Unemployment 20%
Corruption within business or politics 20% Health care/disease prevention 19%
Climate change 19% Crime/personal safety 18%
6
Cost of living
Percentage of respondents who say that it will become harder
Percentage of respondents who live paycheck to paycheck and
or impossible to achieve the following if the economy does
worry they won't be able to cover their expenses:
not improve within the next 12 months:
Selected strongly agree/agree
56%
55%
Ask for a raise
70%
59%
52%
63% 62%
51%
51% 52% Get a new job
56%
50%
50%
49%
Ask for a promotion
60%
57%
50%
47%
Start a family
59%
54%
62%
62%
Buy a house
69%
63%

7
Side jobs
Those who have taken on either a part- or full-time paying job Why did they decide to take on a side job?
in addition to their primary job: Top five reasons selected.
38%
46%
I needed a secondary source of income
36%
of Gen Zs in Brazil of millennials in Brazil 41%
35% vs. 38% in 2022 41% vs. 38% in 2022 23%
It helps me to turn off / focus on 24%
something other than my main job 26%
24%
24%
Top side jobs held in the Brazil: 23%
LOGO Gen Zs Millennials It is a hobby of mine
26%
Selling products or services through 26%
online platforms 26% 27%
22%
It allows me to make a positive impact on 21%
Consulting/running your own business 18% 20%
my community / society 26%
Social media influencer / content 28%
creation 17% 15%
21%
Flexible 'gig' work –food delivery or 16% I would like to develop it into my full- 22%
ride-sharing apps 12%
time / main job 22%
25%
Working in a restaurant or retail store 15% 13%
8
Sense of identity and admired qualities
Top five factors selected as the most important to Top five factors selected as the things that impress them
their sense of identity: the most about peers:
55% Their ambition to continue 27%

Work (my primary
job) learning new skills 21%
68%
Their willingness to
52% continuously reinvent 26%
Friends and family themselves / make big 21%
64% changes in their lives
29% Their dedication to their 26%

Playing and/or
listening to music family and friends 22%
22%
Hobbies (other 26% Their ability to maintain a 25%

types not listed positive work/life balance 33%
here) 19%
Their ability to live their life
Playing sports 23% on their own terms, and not 23%
(physical and/or e- necessarily to live up to 18%
gaming) 17% societal expectations
Brazil Gen Zs Brazil millennials Brazil Gen Zs Brazil millennials
9
Hybrid work preferences
Which of the following best describes their current situation when it comes to their place of work, and which would be their preferred situation?
24% 27% 26% 28% 31%

17% 22% 19% 16% 18% 20% 22% 16% 18% 19% 16% 16% 17% 17%
12%
Fully remote I have full choice in where I work (any I work both remotely and on-site, but My role could be done off-site, but my The nature of my role requires me to be
combination of remote and on-site) my employer has set requirements for employer requires me to be on-site physically present at my employer's
how often and/or when I need to be on- workplace
site
Brazil Gen Zs current work pattern Brazil Gen Zs preferred work pattern Brazil millennials current work pattern Brazil millennials preferred work pattern
Percentage of respondents who said it will still be possible to ask

Percentage of respondents who would consider looking for a
for more flexibility at work even if the economic situation in
new job if their employer asked them to go on-site full-time:
their country worsens or stays the same in the next 12 months:
76% of Gen Zs in
Brazil 77% of millennials
In Brazil 60% of Gen Zs in
Brazil 52% of millennials
in Brazil
10
The struggle to disconnect
Percentage who find themselves responding to work Main reasons selected for responding to work
emails/messages outside of normal working hours: emails/messages outside of normal working hours:
33%
To stay up to date on the latest 34%
30% 30% 31%
28% developments 39%
25% 25% 24% 25% 24% 25%
23% 23% 37%
21%
19% 18% 18%
30%
Email is coming from a 30%
superior/supervisor 31%
32%
Every day 3-4 days per week 1-2 days per week Less often/Never
22%
Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials 19%
To enhance my promotion /
career advancement prospects 28%
22%
20%
22%
Team / company culture
21%
22%
11
Work/life balance and flexible work
Factors which are preventing respondents from

In which of the following areas should organizations focus to help
taking advantage of flexible work, or from reducing
foster better work/life balance for their employees?
their hours: (Flexible work refers to work patterns
that provide greater choice over when people work).
36% 35%
30% 31% 32% 30% 32% 31% 31% 30% 30%
29%
23% 24% 25% 25%
22% 22% 23% The pay cut it would require 32%
18% would not be a feasible option
for me 29%
My workload wouldn't be 21%

Ensure part-time Create more part-time Implement condensed Most of these initiatives Allow employees to reduced accordingly
employees have jobs four-day work weeks are not possible as my work flexible working 23%
comparable career work must take place in hours
advancement a fixed location at a
certain time I am concerned that doing so 21%
may make me less likely to be
Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials considered for a promotion 22%
I am concerned that I'd be given 18%

less interesting/challenging work 17%
I would be given less 17%

responsibility overall 18%
Brazil Gen Zs Brazil millennials
12
Stress and burnout
Percentage of respondents who say they feel anxious or Percentage who feel burned out due to the intensity/demands
stressed all or most of the time:. of their workloads (strongly/somewhat agree):
of Gen Zs in Brazil of millennials in Brazil

50% vs. 46% of 45% vs.39% of 58% vs.59% of

55% vs. 58% of
Gen Zs in Brazil millennials in Brazil
Gen Zs globally millennials globally
in 2022 in 2022
Percentage of respondents who say the following contribute a lot to their feelings of anxiety or stress:*
59% 55% 54%

49% 48% 53% 50% 48% 53%
44% 42% 46% 43% 42% 42% 47%
39% 40%
32% 32%
My day-to-day finances My longer-term financial future Family/personal relationships The health/welfare of my family Concerns about my mental health

*Asked only of those who feel anxious or stressed
13
Workplace mental health
Percentage of respondents who strongly agree/agree with the Percentage of respondents who would not feel comfortable
following statements related to workplace well-being/mental speaking openly with their direct manager about stress,
health: anxiety, or other mental health challenges:
57% 55% 60% 63% 56% 53% 61% 66%
My employer takes the mental health of An increased focus on mental health at work
31% vs.32% of
24% vs.31% of
employees seriously and has has resulted in positive changes within my Gen Zs globally millennials globally
policies/resources designed to help workplace
Percentage of respondents who say that mental health support Percentage of respondents who have taken time off work
and policies are very/somewhat important when considering a due to feelings of anxiety or stress but gave their employer a
potential employer: different reason:

85% vs. 81% of
88% vs.82% of
12% vs.22% of
12% vs.19% of
14
Workplace harassment and microaggressions
62% of Gen Zs and 51% of millennials in Brazil have experienced harassment or microaggressions at work in the past 12 months.
Top harassment behaviors experienced Top microaggressions experienced
16% 17% 13% 19% 17%

11% 14% 16% 16% 12% 16% 12% 10% 7% 10% 6% 13% 10% 9% 10% 9% 7% 9% 8%
Physical contact (either in the Offensive or suggestive emails Approaches or physical Unwanted jokes at my Excluded from informal Patronized / undermined by
office or at work) or other communications advances by colleagues expense interactions or conversations leaders based on gender
Percentage of respondents who said they reported the harassment that they experienced, and how their organization handled the issue:
Global Gen Zs 45% 33% 17% 5% Global millennials 53% 27% 15% 4%
Brazil Gen Zs 47% 27% 18% 9% Brazil millennials 60% 19% 16% 4%
Very/somewhat well Not very/not at all well Very/somewhat well Not very/not at all well
Did not report harassment Prefer not to say Did not report harassment Prefer not to say
15
Climate anxiety and actions
Percentage of respondents selecting strongly agree or agree to the following statements:
In the last month, I have felt worried or anxious about climate change I am willing to pay more to purchase environmentally sustainable products or services

69% vs. 60% of 73% vs. 57% of 65% vs. 60% of 76% vs. 60% of
Actions taken or intended in the future to reduce their environmental impact:

49% 51%
46% 42%
36% 35% 34% 34% 35%
27% 27% 31%
22% 22% 26% 25%
18% 16% 14% 13%
Avoid buying fast fashion Research companies to check their Make my home more energy-efficient Eat a vegetarian/vegan diet Have fewer/no children
sustainability credentials before
purchasing from them
Brazil Gen Zs - already do/have done Brazil Gen Zs - plan to in the future Brazil millennials - already do/have done Brazil millennials - plan to in the future
16
Perceptions of employers’ climate action and

where respondents want them to focus
Percentage of respondents who strongly agree/agree with the following statements:
57% 56% 56% 61%

50% 54% 53% 49% 50%
46% 48% 47%
They have put pressure on their employer to take action on Believe their employer has deprioritized its climate strategy due My employer is providing training and skills development to
climate change to external factors over the last few years (e.g., pandemic, prepare its people for the transition to a low-carbon economy
inflation)
Ranking of where employed Gen Zs and millennials in Brazil feel their organizations should invest more resources to help combat climate change:
28% 30% 30% 35% 28% 29% 29% 30% 29%

27% 26% 26% 25% 24% 27%
21% 21% 19% 19% 22%
Educating / training their employees Banning / reducing single-use plastic Implementing broader efforts to Including sustainable performance as a Providing employee subsidies for
about how to be more sustainable products at work/office locations reduce their own emissions criterion for selecting sustainable choices
vendors/suppliers
17
Millz Mood Monitor
The Millz Mood Monitor gauges the mood of respondents and provides an annual snapshot of Gen Zs’ and millennials’ optimism that the world and their
places in it will improve.
*Scores are based on responses to questions on the following five topics and are aggregated to create a measure between zero (absolute pessimism) and a hundred (complete optimism).
Impact of business on wider

Economic situation Sociopolitical situation Personal financial situation Environment
society
0 50 100
Nothing positive at all Half think we’re making progress Everything is positive
GEN ZS:
Gen Zs Identify as female: Identify as male: Gen Zs Identify as female: Identify as male:
in Brazil:
Sig 67 63 globally:
34 42
_______
65 _______
38
+7 pt. +2 pts.
MILLENNIALS:
Millennials Identify as female: Identify as male: Millennials Identify as female: Identify as male:
in Brazil:
_______
Sig 61 63 59 globally:
_______ 35 32 37
-4 pts. No change
*Global scores don’t include China. 18

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© 2023. For information, contact Deloitte Global.
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Deloitte Global 2023 Gen Z and Millennial Survey

Country profile: Brazil

Methodology and global key messages

800 total respondents in Brazil: 500 Gen Zs and 300 millennials

2019 2023 2019 2023

2019 2023 2019 2023

*2019 data not available for Brazil

Top groups considered to have an important/leading 44%

Politicians Business leaders Social justice / sustainability

Groups considered to have a less important role in Assignment Potential employer

Percentage of respondents who believe they have the power to

of Gen Zs in Brazil of millennials in Brazil of Gen Zs in Brazil of millennials in Brazil

Top five issues of greatest concern:

Brazil Gen Zs Global Gen Zs

Brazil millennials Global millennials

Unemployment 31% Cost of living 42%

Cost of living 28% Climate change 23%

Crime/personal safety 26% Unemployment 20%

Corruption within business or politics 20% Health care/disease prevention 19%

Climate change 19% Crime/personal safety 18%

Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials

Sense of identity and admired qualities

55% Their ambition to continue 27%

29% Their dedication to their 26%

Hobbies (other 26% Their ability to maintain a 25%

Brazil Gen Zs Brazil millennials Brazil Gen Zs Brazil millennials

Hybrid work preferences

24% 27% 26% 28% 31%

Percentage of respondents who said it will still be possible to ask

The struggle to disconnect

Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials

Work/life balance and flexible work

Factors which are preventing respondents from

My workload wouldn't be 21%

I am concerned that I'd be given 18%

I would be given less 17%

Brazil Gen Zs Brazil millennials

Stress and burnout

of Gen Zs in Brazil of millennials in Brazil

50% vs. 46% of 45% vs.39% of 58% vs.59% of

59% 55% 54%

Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials

Workplace mental health

57% 55% 60% 63% 56% 53% 61% 66%

of Gen Zs in Brazil of millennials in Brazil

of Gen Zs in Brazil of millennials in Brazil of Gen Zs in Brazil of millennials in Brazil

Workplace harassment and microaggressions

16% 17% 13% 19% 17%

Climate anxiety and actions

Percentage of respondents selecting strongly agree or agree to the following statements:

of Gen Zs in Brazil of millennials in Brazil of Gen Zs in Brazil of millennials in Brazil

Actions taken or intended in the future to reduce their environmental impact:

Perceptions of employers’ climate action and

Percentage of respondents who strongly agree/agree with the following statements:

57% 56% 56% 61%

Global Gen Zs Global millennials Brazil Gen Zs Brazil millennials

28% 30% 30% 35% 28% 29% 29% 30% 29%