what gen z and millennials actually want from australian employers.

The Australian workplace is experiencing a steady generational shift. As older generations begin to transition towards retirement, Millennials and Generation Z are making up an increasingly large proportion of the workforce. With this demographic change comes a clear shift in workplace expectations.

If you are an early-to-mid-career professional navigating the 2026 job market, you are likely looking for more than just a regular pay cycle. You are searching for an employer whose values align with your own, who invests in your long-term skill development, and who understands that you need a sustainable life outside of working hours.

At Randstad, we track what Australian talent is looking for. Our 2026 Employer Brand Research (REBR) surveyed thousands of workers across the country, giving us clear data on what younger generations are expecting from the market. Here is an overview of your generation’s career priorities, and how you can use this knowledge to find an employer who genuinely meets your needs.

the baseline expectation: equal opportunities and inclusivity

For some, a workplace Diversity, Equity, and Inclusion (DEI) policy might be viewed as a point of difference. For Gen Z and Millennials, it is treated as a core expectation.

Our 2026 research indicates that equal opportunities consistently rank among the top five drivers of employer choice in Australia. This factor is notably driven by younger workers and women. Equal opportunities are particularly important for Gen Z, with 54% citing it as a critical factor. Furthermore, women view this as a primary priority compared to men (57% vs. 46%).

This means you do not have to compromise on working in a fair, inclusive environment. The positive news is that Australian employers are generally performing well in this area. Three out of four talent rate their current employer positively in terms of providing equal opportunities, indicating a widely positive perception of workplace inclusivity.

growth and employability

Another point of difference between younger and older workers is how they view staying in a role that lacks progression. Gen Z and Millennials are less inclined to remain in positions that do not challenge them or offer a clear career trajectory.

According to the REBR data, younger generations are more likely to look for new opportunities if their current role lacks growth. A notable 34% of Gen Z and 30% of Millennials cite a lack of career growth opportunities as a reason for leaving an employer. Additionally, 28% of talent overall will leave a role due to a lack of interest or insufficient challenge.

Interestingly, Gen Z views job security through a different lens than older cohorts. While 38% of Gen Z link a strong sense of job security directly to learning, development, and employability, this drops to 27% among Gen X. For younger professionals, security often means continuously building highly marketable skills so that they remain employable, regardless of economic changes.

holistic support: beyond the office walls

Younger workers are also evaluating how employers support them holistically. When we look at secondary benefits, family and community support is most important for Gen Z (73%) and Millennials (71%), while importance is lower among Gen X (59%) and Baby Boomers (54%), showing a clear generational gradient. Whether it involves flexible hours to manage family commitments or support for community involvement, young talent values employers who recognise their life outside of work.

how to vet employers and leverage your job search

Understanding these trends is helpful, but applying them to your job hunt requires a strategic approach.

1. optimise your digital strategy and use the right tools 

As a digital native, you are likely using a wide mix of channels to explore the market. The data confirms that social media is used more frequently by Gen Z (44%) when exploring jobs compared to the average (30%).

Job boards and search engines like SEEK and Indeed are very common and useful tools in the early stages of a job search, helping you broad-brush the market to see what is out there. In fact, 84% of Gen Z use SEEK during their job hunt, achieving a 78% success rate. However, relying exclusively on digital portals means your resume is often competing against hundreds of others in an automated system.

This is where working with a specialist recruitment agency—a channel highly favoured by Millennials (41%) when looking for work —can give you a distinct advantage. While job boards are great for research, a Randstad consultant can act as your personal advocate. We can bypass the algorithms, take your profile directly to hiring managers, and negotiate on your behalf to ensure you secure a role that aligns with your values and salary expectations.

2. ask values-based questions in the interview

Use the interview process to assess a company's culture. Ask questions such as:

• "Can you share some practical examples of how your company ensures equal opportunities within this department?"
• "As someone who values continuous learning, what structures are in place to support employee upskilling?"