YouthSpeak+Survey+Report+Enabling(the(Best(of(Millennials(

Improving(the(educa9on(to(employment(journey(YouthSpeak+Survey+Insight+Report+

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++youthspeak.aiesec.org++

AIESEC++AIESEC.org+

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.+

What+we+are+trying+to+answer++

How$can$we$evolve$higher$educa2on$ to$ become$more$effec2ve$at$mee2ng$the$needs$of$students$and$employers?$

How$ can$ we$ ensure$ that$students$ transi2on$ from$educa2on$ to$ employment$successfully?$$

How$can$employers$beGer$support$ the$ development$of$ youth$ poten2al$ in$ and$out$of$the$workplace?$

TRANSITION(EDUCATION( EMPLOYMENT(

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+

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.$$$

By:(Gordon(Ching,(Chief(Digital(Officer(AIESEC(Interna9onal

+

YouthSpeak+Survey+Report+Enabling(the(Best(of(Millennials(

Respondent(Demographics(

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.$

These$millennials$are$a$genera2on$that$is$siYng$on$the$edge$of$Genera2on$Y$&$Z$age$brackets.$

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$$

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(numbersThe$2014L2015$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.$$

How(we(conduct(the(YouthSpeak(Survey(

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.$$

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.$$

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.$

were$the$primary$age$range$of$our$survey$respondents$

Top$40$countries$and$territories$of$survey$respondents$$AlgeriaPoland

IndonesiaPhilippines

IndiaBulgariaEgypt

MexicoMorocco

RussiaTurkeyGreece

GermanyBrazil

MalaysiaTunisia

ItalyNigeria

PakistanAfghanistan

ColombiaUkrainePortugal$

United$StatesSpain

China$(Mainland)Ghana

AzerbaijanAustralia$

Hong$KongCzech$Republic

CanadaGeorgia

Lithuania$Mauritania

PeruSlovakiaFinlandVietnam

Chile

#$of$responses$

0 450 900 1350 1800133165168174177181210215237242254266269269275282

337371391395421434434436453

521530548

677738

918994

1,0031,0771,089

1,3941,4281,428

1,6151,690

*the$YouthSpeak$survey$is$onLgoing$and$will$be$completed$by$July$2015$

Age$of$respondents$

18L21

22L25

26L30

31$or$Above

15$or$under

%$of$respondents$

0 15 30 45 60

1

1

7

32

53

Are$you$studying$or$working?

Studying

Working$&$Studying

Working

Unemployed$

%$of$respondents$

0 17.5 35 52.5 70

7

10

20

63

Gender$

Female

Male

%$of$respondents$

0 15 30 45 60

41

59

What$is$your$main$area$of$study?

Business$Administra2on$

Social$Sciences$

Engineering

Other

Humani2es$

Natural$Science

Computer$Science

Environmental$Studies

Medicine$&$Health

Law

Educa2on

Visual$Arts$and$Design

Mathema2cs$and$Sta2s2cs

%$of$responses$

0 3.75 7.5 11.25 15 18.75 22.5 26.25 30

2

3

3

4

4

6

6

6

6

8

12

14

27

Highest$level$of$educa2on$

Undergraduate/Bachelor's

Postgraduate/Master's

College/Technical$Diploma

Secondary$School

Other

Doctorate/Ph.D

%$of$responses$

0 8.75 17.5 26.25 35 43.75 52.5 61.25 70

1

1

9

11

13

64

How$long$have$you$been$in$AIESEC?$(AIESEC$respondents$only)

Under$1$ye

ar

1$L$2$years

2$L$3$years

3$L$4$years

4$L5$years

5$L$6$years

7$L$8$years

8+

%$of$responses

0 10 20 30 40 50 60 70 80

2

3

12

25

71

15

36

46

YouthSpeak+Survey+Report+Enabling(the(Best(of(Millennials(

EDUCATIONEvolving(educa9on(to(meet(the(needs(of(students(and(employers(

Changing+landscape+on+trust+

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.$

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.$$

The$ best$way$ to$ engage$millennials$will$ be$through$more$authen2c$means$such$as$

Who$are$the$most$influen2al$individuals$helping$you$make$career$decisions?

Friends

Parents$/$Rela2ves

Opinion$Makers$

Professors$/$Tutors

University$advisors

%$of$respondents$

0 12.5 25 37.5 50

3

11

14

30

42

+

using$ tools$ like$ social$ media,$public$ speaking,$ workshops$ and$even$ conferences$ to$ engage$young$people.$

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$careers.$

Do(you(have(plans(to(become(an(entrepreneur?(

Within(5(years

No

Within(20(years

I(already(am

Within(10(years

0 10 20 30 40

7.9

8.7

22.5

26.9

31.3

+A+generaAon+of+entrepreneurs+

61.4%( of( millennials( have( plans( to( become( an(entrepreneur,(and(another(8.7%(already(are.((

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.$$

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.$$

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.$$

What$ are$ the$ implica2ons$ of$ an$ entrepreneurial$genera2on$for$employers?$$

• How$will$you$ shiV$ the$workplace$ to$ become$more$adap2ve$to$this$trend?$

• How$will$you$retain$entrepreneurial$talents?$

For$ educators$ —$ greater$ prac2cal$ knowledge$ will$ be$needed$to$support$an$entrepreneurial$genera2on$$

• 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+

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$e x p e r i e n ce$ may$ d emon 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$

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$ postLgradua2on$ 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,$

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$consistent.$

Sa9sfaca9on(with(higher(educa9on(experience(in(connec9on(with(

future(goals(

Detractor

Passive

Promoter

0 15 30 45 60

10.5

36.6

53

+Does(your(educa9on(feel(relevant(to(what(you(want(to(do(in(the(

future?

Yes

No

0 20 40 60 80

24.7

75.3

Do(you(feel(like(you(have(the(guidance(and(support(for(your(ideal(

postagradua9on(career?

No

Yes

0 15 30 45 60

45.6

54.4

In#your#opinion,#what#is#the#most#serious#global#issue?

BeGer$Educa2onFood$&$Water$Security

Basic$Welfare$&$HealthcareLarge$scale$conflict$/$Wars

Economic$Opportunity$&$EmploymentDestruc2on$of$Natural$Resources

Equality$and$InclusionGovernment$Accountability$&$Transparency

Freedom$from$Discrimina2on$and$Persecu2onClimate$Change

OtherPoli2cal$Freedoms

Loss$of$Privacy/Security$due$to$Technology

%$of$responses$

0 3.75 7.5 11.25 15 18.75 22.5 26.25 30

1.21.92.6

5.36.06.67.57.68.69.710.010.6

22.3

EducaAon+is+the+most+important+global+issue+for+young+millennials+

+

“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$

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$

Youth$opinion:$How$can$we$transform$educa2on?

Universi2es,$like$the$people$within$them,$must$embrace$change,$reimagine$possibili2es,$and$revitalize$con2nuously$N+Drew+Faust,+President+of+Harvard+

+

“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#

“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$

Why+we+need+to+change+educaAon++Educators$ and$ employers$ need$ to$ urgently$work$ together$ to$ address$ the$ lack$ of$ trust$ in$suppor2ng$ students$ with$ their$ career$development$ within$ the$ university.$ CrossLsector$collabora2on$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$effec2ve$ l ea rn ing$ method$ fo r$ sk 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$hard$skil ls$ 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$poten2al.$

BETTER(EDUCATION(

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.(

Shi4(from(papers(and(degrees(to(experiences(and(skills((

Young$people$have$been$frustrated$about$the$amount$of$effort$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$to$influence$decisions.$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$engagement$

Summary+of+learnings+on+educaAon++

Integra9ng(prac9cal(skills(with(theore9cal(knowledge(

Foster(an(entrepreneurial(learning(environment(

Involve(employers(throughout(the(educa9onal(

experience(

TRANSITION((the(journey(from(educa9on(to(employment(

Young( Millennials( are(Global( Ci9zens.+ They+don’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.

What#is#most#important#to#you#in#the#first#5#years#of#your#career?

Global$Opportuni2esMeaningful$WorkConstant$LearningChallening$work

WorkLlife$balanceTraining$Opportuni2esStrong$Employer$Brand

SalaryAlignment$with$study

0 7.5 15 22.5 30

4.34.74.8

8.111.211.4

13.315.2

24.8

A(globally(mobile(workforce( that(values( learning( experiences(over(a(high(paid(salary(

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.(

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.$$$millennials$ are$ seeking$ for$ employer$who$ can$ provide$ them$with$ the$ dynamic$experiences$ that$ enable$ them$ to$ see$ the$ world,$ expand$ their$ horizons$ and$contribute$to$a$posi2ve$impact$on$society.$$

1&in&4 millennials$see$global$experiences$as$the$most$important$in$the$first$5$years$of$their$career$

Learning+is+the+new+currency++

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.$The$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,

“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((

“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(

(“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((

What+does+meaningful+work+mean+to+millennials?

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((

+

Youth$opinion:$define$meaningful$work

How(would(you(prefer(to(learn(these(new(skillsExperien9al(Learning

Volunteering(experiences

On(the(job(training

At(College(/(University

Conferences(/(Events

Coaching(/(Mentoring

Selfataught(books/knowledge(online

Informal(network(learning(with(peers

Online(classes(&(ealearning(

Other

0 18 35 53 70

0.8

19.3

29.9

31

43.6

44.3

44.3

47.3

48.5

67.6

What(top(5(skills(do(you(need(to(develop(to(help(you(get(ahead?

New$LanguagesPublic$Speaking

Leadership$&$ManagementCri2cal$Thinking$&$Problem$Sovling

Judgement$&$Decision$MakingFinance$&$Budgets

Marke2ng$and$SalesData$Analysis$&$Analy2cs

Comfortability$with$Rapid$ChangeDigital$Skills

Digital$&$Technical$AwarenessCultural$Awareness$&$Sensi2vity$

Ac2ve$ListeningOther

0 12.5 25 37.5 50

1.112.8

14.415.5

24.324.124.7

28.330.4

39.844.7

47.647.8

49

Preferences+in+skills+development+++

If(you(followed(your(passions,(where(would(you(find(yourself(5(years(from(now?(

Working(for(a(mul9na9onal(company

Running(my(own(business(/(startaup

In(an(NGO/IGO(Organisa9on

I(am(not(sure(yet

Studying(for(an(advanced(degree

Freelancing(/(Selfaemployed

Working(in(Large(Na9onal(Business

Other

Working(in(Poli9cs(/(Government

Pursuing(Academic(Career

Working(in(an(established(SME

Joining(a(startaup

%(of(respondents(0 5 10 15 20

2.333.3

44

5.35.8

8.212.8

13.518.7

19.2

Where+millennials+want+to+work++

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$values.$

Great(employers(will(foster(an(entrepreneurial(workplace(that(enables(

millennials’(talents(to(constantly(learn,(grow(and(explore(new(opportuni-es.((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?

Summary+of+learnings+on+career+trends++

Ability(to(gain(access(to( dynamic(and(global(

experiences

Ability(for(constant(learning(and(growth((

Develop(an(entrepreneurial((work(culture(

Millennials+want+to+become+beaer+for+themselves+and(for(society((+

They+want+to+find+fulfillment+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.

Beyond+business+as+usual+

The( triple( boiom( line( is( a(standard((

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$

does$in$one$region$of$the$world$needs$to$be$aligned$with$its$greater$purpose.$$

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.$$

Alignment( between( words( and(ac9ons(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$place.$

Beyond$ communica2ons,$ employers$ will$need$ to$ evaluate$ their$ business$ opera2ons$and$ ensure$ clear$ alignment$ between$internal$and$external$ac2ons.$$

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$transparent.$

+How$important$is$it$for$the$company$you$work$for$to$have$a$posi2ve$impact$on$society?$

Very$Important

Somewhat$important

Not$important

%$of$respondents$

0 20 40 60 80

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

“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”

“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$engagement.”$

WORKPLACE$DESIGN$MATTERS.

L$Gentler$Workplace$Research$2013

CREATIVE,(CHALLENGING,(FUN.( The+ideal+workplace+for+young+millennials

+What$keywords$describe$your$ideal$workplace?

Crea2ve

Challenging

Fun

Dynamic

Global

Purposeful

Suppor2ve

Diverse

Flexible

Rewarding

Democra2c

Prac2cal

Entrepreneurial

Local

Serious

Large

Informal

Analy2c

Busy

Inclusive

Na2onal

Other

Theore2cal

Small

Rigid

%$of$respondents$

0 12.5 25 37.5 50

11.41.82.6

55.4

7.79.19.59.810.511.2

17.317.518.4

2323.924.1

25.630.1

31.331.8

34.638.6

45.6

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.+

“One+size+does+not+fit+all”+millennials+

64% of# respondents# state# that# they#aspire#to#hold#leadership#or#seniorIdecision#making#posi<ons.#

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.#$

Our$survey$found$that$experien2al$ learning—the$act$of$ learning$by$doing$and$trying$is$the$#1$ (67.6%)$ preferred$method$ of$ learning$ for$mil lennials,$ 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?$

A( gap( between( youth( opinion( and(leader(opinion(While$ experien2al$ learning$ may$ be$ the$ #1$$

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.$$

However$at$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,$ 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.$$

Changing$ your$ organisa2on$ to$ improve$ the$the$ transi2on$ to$ a$ millennial$ workplace,$ will$requi re$ a$ wi l l ingness$ to$ adapt$ and$conversa2ons$that$fosters$understanding.

+

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(more( open( environment( where(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++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$

responsibili2es$ that$ go$beyond$ just$ administra2ve$work,$ but$ further$ tap$into$roles$that$enable$them$to$think$cri2cally$and$solve$complex$problems.$$

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$CultureExecu2on$Culture• Focused$on$the$plan$• Executes$to$meet$numbers$$• Eliminates$low$performers$• Listen$to$the$customer$$• Fix$what$is$broken$$• Strong$compliance$and$penal2es$

• 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

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$about$(

How$would$you$define$workLlife$balance?

Opportunity$to$pursue$personal$interests

Flexibility$at$work

Fixed$schedule$(defined$working$hours)

Number$of$free$days$per$year

%$of$respondents$

0 12.5 25 37.5 50

3.9

16.3

28.6

48

+

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$workplace.$

“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.+

A(new(defini-on(of(work@life(balance(

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.((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.

Summary+of+learnings+on+employment+++

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(

YouthSpeak+key+takeaways+

INVEST( 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$their$wider$career$goals.$

EMPOWERtheir(desire$for$challenging$experiences$with$greater$responsibili2es$and$beGer$support$systems.$Enable$your$employees$to$thrive$in$a$more$entrepreneurial$and$experimental$learning$environment.$

LIVE 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$life.$

INNOVATION(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$less$topLdown,$and$more$boGomLup.$$

OPEN(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.”$$

REDUCE(hierarchical$barriers$and$powerLdistance$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$youth.$

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++