Adecco coffee morning apr 2014 generation z

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Generation Z
How Does The Workforce
Of Tomorrow Look Today?
An In-depth Adecco Asia
Study About Gen Z In Asia

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The Baby Boomers were followed by
Gen X and Gen Y. Now we welcome
Gen Z to the workplace
The first Gen Z were born in 1995,
meaning that some are now in their
nineteenth year, and beginning to
enter the work place
This new generation is different to
previous generations….with different
opinions and thoughts about their
working lives. This Adecco Asia
study shows where the differences
exist and what we can expect

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Method and Sample
Method:
948 online surveys conducted in 9 markets (China, HK, Japan,
Malaysia, Singapore, South Korea, Taiwan, Thailand, Vietnam)
- An Adecco Asia survey in partnership with BDRC Asia
Dates: Surveys conducted on 25th – 31st January 2014
Sample:
Who we
surveyed:
All markets
N= 948
SG
(n=105)
MY
(n=111)
TH
(n=104)
VN
(n=105)
CN
(n=101)
TW
(n=104)
HK
(n=102)
JP
(n=107)
KR
(n=109)
Those who were born in the year 1995 to 1998, ages 15-18 years old,
with an equal split of males and female

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Current Occupation
Key take out:
The majority of those surveyed, being aged 15-18 years, are currently in education. Only a small minority had
already entered the workforce
Currently in
school / college
89% 84% 97% 99% 92% 91% 100% 93% 95%
Working full time
In National
Service OR
Neither working
/ studying
10% 14% 1% 1% 4% 5% - 7% 3%
2% 2% 2% - 4% 4% - 1% 2%
Base: (n= 105) (n=111) (n=104) (n=105) (n=101) (n=104) (n=102) (n=107) (n=109)
SG MY TH VN CN TW HK JP KR

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When Gen Z plans to leave education
(among those currently in education)
Key take out:
Most plan to go onto tertiary education, but less so in Vietnam and Korea. Some had plans for Masters of
PhDs, highest in Singapore (26%), Malaysia (25%), China (24%), and Taiwan (21%)
SG
MY
TH
VN
CH
TW
HK
JP
KR
After completing tertiary / higher
degree education
82% 28%
69%
65%
69%
71%
14%
81%
81%
After completing secondary
education (lower and upper)SG KR
18% 72%
MY JP
31% 31%
TH HK
35% 29%
VN TW
86% 19%
CH
19%
Base: SG (n= 93); MY (n=93); TH (n=101); VN (n=104); CH
(n=93); TW (n=95); HK (n=102); JP (n=99); KR (n=104)
Intend to leave education system

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Views of whether education is preparing Gen Z for the workplace
Q. How confident do you feel that your education will prepare you sufficiently for the workplace?
Key take out:
Relatively few Gen Z are ‘very confident’ that their education will prepare themselves sufficiently for the
workplace. Many in Greater China (especially China) and most notably in Japan, are not confident that their
education will prepare them sufficiently for the workplace
SG MY TH VN CH TW HK JP KR
9%
23%
30% 29%
9%
3% 4% 8%
25%
54%
45%
54% 57%
33% 40% 39%
22%
39%
21%
24%
13% 12%
22%
32% 31%
22%
28%
16%
8% 4% 2%
37%
25% 25%
47%
8%
Singapore Malaysia Thailand Vietnam China Taiwan Hong Kong Japan Korea
Not confident
(Not that/at all)
Unsure
Quite
confident
Very Confident
Base: (n= 105) (n=111) (n=104) (n=105) (n=101) (n=104) (n=102) (n=107) (n=109)

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Reasons why education does / does not prepare Gen Z for the workplace
Regional overview
Very/quite
confident
58%
Unsure
23%
Not
confident
19%
Note: Includes responses 4% and above
Reasons why confident (n= 551)
Have enough knowledge/ studied a lot of different things: 10%
(China 17%, Vietnam 16%)
Gained a lot of experience during study / internship: 8% (Singapore
18%)
My education is a stepping stone that helps prepare/grant knowledge
for work: 6% (Singapore 17%; Korea 12%)
Determined to study hard / work harder: 5% (Thailand 10%)
Has given self-confidence: 4% (Thailand 9%; Vietnam 8%)
Have good grades: 4% (Vietnam 13%; Japan 9%)
Have good / great education: 4% (Vietnam 11%; Malaysia 8%)
Taking a course that will help me for my future: 4% (Singapore 11%)
Don’t know: 30%
Reasons why NOT confident (n= 180)
Don't have much knowledge
Haven't learned it all: 15% (Japan
28%)
Things learnt from school are not
related/relevant to work/useless: 8%
(Hong Kong 15%; China 14%)
Lack of practice/experience : 7%
(China 16%; Hong Kong 15%)
School education is too broad/more
on theoretical knowledge: 6%
(Singapore 29%; China 14%)
Young / still in high school / haven't
started yet in college: 5% (Japan 14%)
I don't have the type of
ability/qualifications for work: 4%
(Taiwan 12%; Japan 10%)
Reasons why unsure (n= 217)
Things learnt from school are not related/relevant to work / useless: 9%
(Thailand 31%; China 18%)
Lack of experience: 6% (China 23%; Malaysia 15%)
Don’t know what future holds: 5% (Malaysia 11%)
Don’t know: 28%
Don't have much knowledge/haven't learned it all: 5%
Don’t know: 44%
Base (N=948)

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Key take out: Only a minority expect to have found employment before they leave education, and some
expect to take up to a year to find employment (the longest being in Korea). This suggests that stop-gaps will
be needed for many of the Gen Z. The exception is Japan where most expect to have found employment
before leaving education, and to find their preferred employer quite quickly.
Average time Gen Z expect to take to find preferred employment (months)
(Among those not working)
% expecting to secure employment
before leaving education
SG (n=103)
MY (n=109)
TH (n=102)
VN (n=105)
CH (n=97)
TW (n=100)
HK (n=102)
JP (n=106)
KR (n=107)
7 months
8 months
6 months
5 months
10 months
10 months
10 months
4 months
13 months
12%
15%
29%
25%
9%
13%
10%
62%
17%

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Number of organisations that Gen Z expect to work for in their entire lifetime
Key take out: not surprisingly, there is a lot of uncertainty about how many companies people expect to work
for in their lifetime, especially in Vietnam (maybe because it is the most developing of all markets surveyed),
but typically it is 3 or 4. Notably 27% of Gen Z in Malaysia only expect to work for one company/organisation
in their entire lifetime
SG (n=105)
MY (n=111)
TH (n=104)
VN (n=105)
CH (n=101)
TW (n=104)
HK (n=102)
JP (n=107)
2%
9%
18%
14%
7%
6%
4%
27%
12%
44%
44%
46%
55%
39%
31%
34%
28%
59%
25%
20%
13%
20%
20%
13%
35%
10%
9%
30%
27%
22%
10%
35%
51%
26%
35%
20%
1 company 2-3 companies 4+ companies Don't know
KR (n=109)
Average
4
3
3
3
3
3
4
2
3

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Where Gen Z would refer to for advice on careers (1)
Primary Sources
Key take outs:
Overall, family members are most likely to be referred to for advice on careers, the highest being in Thailand.
Most will also refer to teachers and career advisors in the school, with about half referring to their friends
SG
MY
TH
VN
CH
TW
HK
JP
KR
74%
72%
78%
84%
76%
76%
76%
76%
75%
Family members
Friends
Teachers/advisors
SG
MY
TH
VN
CH
TW
HK
JP
KR
63%
60%
64%
58%
57%
63%
54%
55% 53%
SG
MY
TH
VN
CH
TW
HK
JP
50%
46%
51%
48%
40%
60%
51%
60%
68%KR
(n=101); TW (n=104); HK (n=102); JP (n=107); KR (n=109)

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Where Gen Z would refer to for advice on careers (2)
Secondary Sources
Key take out: Media is also important to Gen Z including both publications and social media, although this
varies a lot more between countries. Those in Vietnam most likely to refer to publications and social media,
whereas Gen Z in Korea and Vietnam being least likely.
SG
MY
TH
VN
CH
TW
HK
JP
KR
33%
17%
28%
32%
28%
39%
46%
26%
44% News relating to
employment jobs
Social media
SG
MY
TH
VN
CH
TW
HK
JP
KR
23%
9%
32%
41%
11%
23%
54%22% 19%
(n=101); TW (n=104); HK (n=102); JP (n=107); KR (n=109)
Average hours / day spent on
social / digital media
1 hour - JP
2 hours – VN, CH, KR
3 hours - SG, MY & HK
4 hours – TH & TW

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How Gen Z would seek information on specific potential employers
Leading Sources
Key take outs: again, family & friends are one of the leading sources of information on specific companies,
but most will also refer to company websites. Internet forums are also influential on how Gen Z would view
specific companies meaning word-of-mouth will play an important role in evaluating potential employers
SG
MY
TH
VN
CH
TW
HK
JP
KR
67%
51%
65%
64%
47%
56%
53%
52%
63% Family and
friends Internet
forums
Company websites
SG
MY
TH
VN
CH
TW
HK
JP
KR
70%
40%
57%
44%
62%
63%
69%57% 52%
SG
MY
TH
VN
CH
TW
HK
JP
KR
(n=101); TW (n=104); HK (n=102); JP (n=107); KR (n=109)
48%
11%
61%
57%
52%
47%
71%
67%
42%

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Will do
things
differently
46%
Nothing
5%
Don't know
49%
What Gen Z will do differently from parents
Engage in different types of careers and sectors , IT, banking, own
business, etc: 10% (Japan 47%)
Better outlook: 7% (more dynamic, competitive, work harder etc.)
(Vietnam 24%; Thailand 15%)
Key take out:
Almost half of Gen Z say they will ‘do things differently’ from their parents (although most do not know). Those
in emerging markets, e.g. Vietnam (74%), Thailand (66%), and China (60%) are more likely to say they will do
things differently, those in Hong Kong (28%) and Taiwan (31%) least likely
What will Gen Z do differently from their parents?
Regional Summary
Better job quality, more opportunities and better income: 12% (Thailand
25%; Vietnam 19%)
Deal things my own way/independent: 2% (Vietnam 6%)
Higher education: 2% (Thailand 10%)
More modern/up-to-date/new/ innovation: 2% (Vietnam 8%)
Base (N=948)

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When Gen Z feel they can permanently stop working
Key take outs: (maybe naïve), but Gen Z are confident about early retirement with a sizeable proportion
believing they can stop working in their 50’s or earlier. Those in Japan expect the longest careers with 29%
expecting to work beyond 65 years. Those in Malaysia and Thailand are expecting the earliest retirement age.
Perhaps most importantly, Gen Z have an expectation of when they can retire, and therefore might plan around
this, e.g. financially
5% 2% 6% 2%
8% 8% 8% 9%
1%
15%
4%
6% 10%
12% 13% 12%
29%
20%
23%
14%
13%
27%
20% 18% 25%
37%
25%
26%
44% 34%
46%
36%
22%
32%
7%
21%
19% 32% 34%
12%
21%
21%
19% 3%
10%
12%
5% 9% 3% 4%
18%
5%
15%
23%
Don't know
below 51 years
51-60 years
61-65 years
66 + years
Never
Base:
Average: 58 years 54 years 55 years 58 years 58 years 59 years 59 years 65 years 60 years
(n= 105) (n=111) (n=104) (n=105) (n=101) (n=104) (n=102) (n=107) (n=109)

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How Gen Z thinks the workplace will be different in 5 to 10 years - Total
Key take out:
Similar to whether Gen Z would do things differently to their parents, the biggest change is expected in the
emerging markets – Vietnam (79%), Malaysia (67%), Thailand (64%), and less so in Taiwan (30%), Hong Kong
(37%), and Korea (32%)
Things will
be different
51%
Nothing
2%
Don't know
47%
How things will be different:
Faster / more convenient - 12% (Malaysia 18%)
Better job quality / opportunity / communication - 6% (China 13%;
Vietnam 12%)
Better technology or innovation – 24% (Vietnam 38%; Singapore
33%; Thailand 32%)
Changes in work environment / facilities – 6% (Vietnam 18%)
Base (N=948)

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Gen Z values and attitudes towards employment (1)
33% 28% 38%
61%
40% 36% 33% 33% 30%
3% 13%
7%
24%
14% 15% 11% 7% 11%
-18% -17% -14% -6% -14% -11% -13% -19% -16%
-3% -6% -3%
-1%
-2% -2% -5%
-8% -5%
“I am willing to take a lower salary for better
training and experience”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
13% 21% 24% 30% 23% 20% 26%
11% 19%
4%
8% 6%
11%
5% 4%
10%
3%
7%
-30% -22% -24% -27% -29% -24% -19%
-36%
-24%
-12%
-17% -8% -4% -6%
-3% -7%
-18%
-7%
“I am willing to take a lower salary to get a „big
name‟ on my resume”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
Key take outs: Mostly, Gen Z are willing to trade/offset salary for better experience and training in their early
career, especially in Vietnam. However, they are less convinced about trading off salary for a ‘big name’ on
their resume, particularly in Singapore and Japan, and to an extent in Malaysia. This may be because there
are already many ‘big names’ in these markets

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37% 32%
45%
59%
48% 40%
51%
36% 37%
53% 56%
46%
34%
21%
50% 34%
50% 46%
-1% -3% -3% -3% -6% -4% -4% -1%-1% -2% -1% -1%
“Job security is
important to me”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
11%
23% 21% 26% 18% 23% 29% 37%
19%2%
11%
4%
5%
10% 6%
7%
6%
6%
-24% -16%
-38%
-27% -27%
-17% -14% -20% -28%
-17%
-10%
-13%
-16% -8%
-10%
-3%
-6%
-6%
“I will NOT be loyal to my
employer, e.g. I will move
jobs if I get a better offer”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
Key take outs: Job security is almost universally important, but fewer in China ‘strongly agree’ with this
statement. Loyalty varies a lot between market, and Gen Z might be more changeable in Singapore, Thailand,
and Vietnam, with more loyalty in Malaysia, Hong Kong and Japan. It should be noted though that on balance,
Gen Z will show an equal level of loyalty and disloyalty to their employers

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35% 32%
43%
59%
45%
25%
36%
20%
32%
18% 28%
29%
10%
10%
6%
10%
10%
21%
-4% -9% -4% -4% -7% -11% -10% -16% -11%-2%
-2%
-3% -2% -2% -1%
-8%
-2%
“I am confident that in my lifetime, I will be
financially better off than my parents”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
41% 47% 50%
36% 40% 39%
15%
34% 29%
13%
27% 23%
12% 4%
18%
6%
29%
14%
-7% -4% -6%
-20% -16% -12%
-28%
-1% -10%-1%
-5%
-2% -1%
-9%
-3%
-4%
“I will need to make plans for pensions
in my next / first job”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
Key take outs: Mostly, Gen Z are confident that they will be better off than their parents, particularly in the
emerging market of Thailand, but also in the more developed markets of Singapore and Korea. Gen Z is less
optimistic in Taiwan and Japan. Gen Z recognise the importance of pension provisions (although this can be
obligatory in some markets), but some Gen Z in Hong Kong are likely to defer such decisions

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29% 41% 40% 45%
16% 21% 22%
7%
34%
22%
26% 28% 24%
11% 13% 17%
5%
22%
-10% -3% -8% -7%
-24% -14% -14%
-29%
-11%-1% -4% -1% -1%
-4%
-8% -3%
-33%
-6%
“I would like to seek employment opportunities
in other countries”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
24% 18% 20%
30% 36% 36%
18%
28%
11%
5% 12% 6%
9%
17% 17%
9%
6%
7%
-23% -23% -31%
-22%
-11% -9%
-22% -20% -20%
-10% -12%
-5%
-7%
-2% -5%
-9% -13% -9%
“I am NOT interested in traditional 9am-5pm
employment”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
Key take outs: appetite for overseas employment varies a lot between markets with Gen Z in SE Asia most
keen and those in other parts (especially Japan) less so. Korea though is closer to SE Asia in terms of desire
for working overseas
Gen Z is split over whether they want traditional employment (i.e. traditional 9-5) – but those rejecting
traditional 9-5 are more likely to be found in China and Taiwan

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46% 41%
69%
51% 51%
40% 46% 44%
56%
30%
28%
22%
32%
19%
23% 11% 13%
18%
-3% -4% -3% -5% -4% -7% -9% -5%-2% -1% -1% -1% -3% -7%
“I am totally confident about keeping up
with changing technology”
Agree strongly
Tend to agree
Tend to disagree
Disagree strongly
Key take outs: Most of Gen Z are confident about keeping up with changing technology, but there is some
uncertainty, with about one-in-five unsure

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Importance of Job Attributes
Key take out: Most Gen Z surveyed recognise the importance of quickly up-skilling. Interestingly, the overall
leadership of the organisation ranks as high (if not higher) than that of the immediate line manager. Japan
stands out as placing more importance on the line manager, far greater than any other attribute
Base: SG (n= 105); MY (n=111); TH (n=104); VN (n=105); CH (n=101); TW (n=104); HK (n=102); JP (n=107); KR (n=109)
Importance of
employer attributes
(% stating “very important”)
Ability to up-skill quickly 43% 64% 56% 49% 48% 57% 32% 14% 35%
Overall leadership of org. 43% 41% 51% 59% 40% 61% 30% 9% 36%
Immediate line manager 37% 39% 47% 39% 39% 45% 36% 53% 31%
Company culture 42% 44% 39% 42% 36% 42% 26% 38% 46%
Office environment 42% 47% 43% 42% 32% 50% 29% 31% 35%
Vocational training opp. 30% 39% 40% 44% 45% 49% 34% 26% 28%
Job variety 48% 52% 44% 48% 31% 34% 18% 11% 38%
Corporate Social
Responsibility
28% 39% 51% 34% 40% 45% 19% 18% 28%
Work-life balance 51% 45% 41% 30% 26% 26% 28% 20% 30%
Off-site or travel opp. 28% 33% 32% 30% 29% 26% 25% 8% 17%
Big / reputable name 14% 25% 40% 33% 17% 11% 18% 11% 29%

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Preference for first type of employer
Key take out: Gen Z is looking for ‘large name’ employers for their first job, with most not selecting SMEs –
those in China and Taiwan are least decided. Gen Z in SE Asia and Korea lean more towards public sector,
but a notable outlier is Vietnam, with those surveyed very attracted to working for a large foreign firm
SG
MY
TH
VN
CH
TW
HK
JP
KR
21%
31%
35%
30%
17%
20%
14%
12%
9%
Government /
public sector
SG
MY
TH
VN
CH
TW
HK
JP
KR
20%
25%
13%
16%
31%
25%
17%
13%
14%
Large company
from their own
county
Large foreign
company
SG
MY
TH
VN
CH
TW
HK
JP
KR
9%
33%
19%
2%
13%
60%
22%
11%
22%
SG
MY
TH
VN
CH
TW
HK
JP
KR
10%
9%
14%
21%
5%
8%
11%
16%
14%
SME / start
up company
No preference:
SG
23%
MY
10%
TH
20%
VN
1%
CH
43%
TW
50%
HK
38%
JP
30%
KR
25%

28
Type of industry / professions that Gen Z would consider
Key take out: Business services (e.g. marketing services, consulting, HR, IT, and media) are the most popular
employment choices for Gen Z, followed by the public sector. In third place are a range of industries under
professions, hospitality, and leisure. The service sector is far more popular among Gen Z than trade or
manufacturing industries, perhaps being viewed as ‘more traditional’
NETT Industry
(definitions refer to Appendices)
Business services 56% 54% 62% 57% 62% 65% 71% 38% 42%
Government/NGO/education 53% 46% 33% 34% 38% 33% 54% 28% 43%
Professions 41% 26% 37% 38% 48% 22% 45% 21% 30%
Hospitality 39% 26% 33% 31% 35% 59% 45% 17% 20%
Arts / entertainment / sports 34% 35% 34% 22% 41% 49% 30% 24% 39%
Scientific / medical 32% 39% 27% 28% 23% 19% 28% 19% 22%
Manufacturing, construction,
engineering
21% 23% 37% 33% 29% 16% 20% 14% 22%
*Retail or wholesale trade 16% 9% 15% 23% 8% 9% 20% 4% 6%
*Armed forces 12% 6% 7% 10% 13% 5% 1% 5% 11%
All others 12% 23% 31% 22% 19% 12% 19% 21% 10%
Leading mentions of 33% and above *Note- Not Netted

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Type of industry / professions most preferred (first choice)
Key take out: For first choice, business services are quite far ahead of the others, but the professions overtake
the public sector, and science / medical comes up higher in the rankings. While the ‘taste’ for the armed forces is
very niche, most notably very few put retail or wholesale trade as their first choice for employment
NETT Industry
(definitions refer to Appendices)
Business services 21% 19% 23% 23% 29% 28% 17% 19% 17%
Professions 16% 14% 13% 20% 15% 9% 16% 9% 12%
Government/NGO/Education 9% 11% 13% 7% 8% 4% 17% 12% 17%
Scientific / Medical 15% 15% 8% 8% 5% 9% 10% 7% 13%
Arts / Entertainment / Sports 4% 6% 13% 8% 10% 14% 11% 10% 15%
Hospitality 8% 9% 9% 8% 8% 21% 9% 7% 5%
Manufacturing, construction,
engineering
10% 11% 12% 13% 9% 3% 3% 6% 7%
*Armed Forces 2% 2% 2% 5% 2% 2% -% 3% 2%
*Retail or wholesale trade -% -% 3% 5% 1% -% 3% 1% 1%
All others 4% 6% 4% 4% 2% 3% 2% 7% 3%
*Note- Not Netted

30
Sentiments on Gen Z running their own business
Key take out:
Reflecting the rejection of non-conventional employment contract, those in Japan have the least interest in
running their own business. Generally the emerging markets show most interest in entrepreneurialism,
especially in Thailand, Vietnam, and China. Korea, and to an extent Malaysia, also shows interest
18%
32%
49% 42% 35%
13%
22% 16%
34%
48%
37%
41% 53%
47%
51%
47%
23%
39%
19%
22%
7%
5%
17%
31% 25%
23%
14%
15% 9%
3% 2% 6% 7%
37%
13%
Not likely / no
interest
Uncertain
Possibly, w/ right
opportunity
Definitely appeals
to me
Base: (n= 105) (n=111) (n=104) (n=105) (n=101) (n=104) (n=102) (n=107) (n=109)

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When Gen Z expect to take on running their own business (SE Asia)
(Based on those not rejecting the idea)
Key take out: Mostly, Gen Z expect to take the plunge (in running their own business) in their 20’s and 30’s,
with a significant minority in Thailand and Vietnam wanting to do so straight after education. Notably, about
half would like to do so before they reach their 30s
Straight after school /
college / university
In my 20’s, but after some
work experience
In my 30’s
SG (n=69)
MY (n=77)
TH (n=94)
VN (n=100)
In my 40’s or older
6% 49% 30% 9%
8% 47% 27% 13%
16% 39% 32% 10%
20% 30% 43% 6%

33
Conclusions (1)
Education
Most Gen Z intend to go onto higher education, although notable exceptions are
Vietnam and Korea, where the majority of Gen Z expect to go straight into the
workforce.
There are mixed views on how valuable education is in terms of preparing Gen Z for
the workplace. Gen Z in Greater China, and in particular Japan, are more skeptical.
Few expect to secure employment before leaving education (except in Japan), and
many expect to take some time (typically 6-12 months) to secure the right
employment, meaning many will need to look for stop-gaps employment
Employment
Gen Z expect to work for surprisingly few employers in their career, typically only 3-
4. In seeking employment, they will go to multiple sources for information on
careers and companies, with social media being a more popular source in SE Asia

34
Conclusions (2)
Attitudes
Most Gen Z are willing to invest in their future, e.g. willing to trade off a better salary
in order for better training and experience, although they are somewhat more
skeptical about trading off salary simply to ‘get a big name on their resume’.
While showing somewhat more progressiveness in considering running their own
businesses (some at an early age), Gen Z are still quite conservative with most
preferring permanent employment contracts and also rating job security as one of
the most important aspects of employment (for them). They might however show
more mobility (especially in SE Asia) by working overseas and about half reject the
idea of ‘conventional’ 9-5 jobs.
Changes
Half of Gen Z expect changes in the workplace in the next 5 to 10 years, driven
mainly by technology and innovation.
A similar number (46%) expect to do things ‘differently’ from their parents, but this is
mainly due to the development of the markets themselves – hence those
(particularly in SE Asia) expect better jobs and income, or might choose to work in
different sectors than their parents did.

35
Vietnam Gen Z - Summary
Vietnam Gen Z:
This is one of the most unique markets in the survey, and represents ‘the most emerging’ of the emerging markets,
and hence seeing the biggest change. Very few expect to go onto higher education, with most (86%) expecting to
start work after secondary education. Despite this, they are some of the most confident that their education will
prepare them for the workplace, and similar to Thailand this is partly about giving them a certain level of self-
confidence, and with their studies having exposed them to ‘many different things’
They expect to find their preferred employer quite quickly after leaving education (within 5 months on average), with
25% expecting to secure employment before leaving education. In a rapidly changing market, many had no idea how
many different employers they would work for in their career, and compared to all other markets they will seek
information on careers and companies through as many sources as they can including traditional media, social
media, company websites, career community websites, and internet forums. And if this isn’t enough, they are also
the most likely than other markets to refer to recruitment consultants!
They show the most willingness of any market to invest in their future with far more than average are willing to take a
lower salary for better training and experience and getting a big name on their resume. Hence there is much higher
preference than in other countries to work for an international corporation in Vietnam. They are most likely to see big
changes in the workplace in the next 5 to 10 years through innovation and technology, and ‘to do things differently’
from their parents through better opportunities leading to higher income and independence. They are also as likely
as others in SE Asia to seek employment opportunities in other countries
Like Thailand, more Gen Z than average are willing to consider working in manufacturing, construction, or
engineering, but business services tops the list and more Gen Z than any other market would most prefer to work in
the professions (e.g. law, accounting, medicine). Although very few (8%) would want to work for an SME as their
first job, a high proportion (42%) find running their own business ‘definitely appealing’, with 20% thinking they can do
it straight after education (the highest in the region)

36
Gender differences among Gen Z in Vietnam
Vietnam Gen Z:
The following are the areas where differences between male and female among Gen Z have been
identified:
 More males preferring most IT related jobs than females (23% vs 6%)
 Females referring more to news on employment for career guidance than the males (38% vs
54%)
 Office environment very important among males than females (51% vs 33%)
 Females more optimistic that they have secured employment before leaving their education
(17% vs 33%)
 Males NOT interested in traditional 9am-5pm employment (51% vs 27%)
 Males more likely to retire later (in 60s) than the females (49% vs 21%)
 More females think that they will have better job quality / opportunity than their parents (11% vs
27%) while more males think that there will be changes in the work environment in the next 5-10
years (25% vs 12%)

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