Rising living costs, housing affordability pressures and concerns around workplace burnout are reshaping career priorities among younger professionals across the Middle East, Europe and Africa, according to Deloitte’s 2026 Gen Z and Millennial Survey covering more than 22,500 respondents across 44 countries. The report found that financial stability, flexibility and wellbeing now rank ahead of rapid promotion or traditional leadership ambitions for many younger workers navigating economic uncertainty.
Financial Pressures Reshape Workforce Priorities
Deloitte reported that cost of living remained the leading concern for both Gen Z and millennial respondents for the fifth consecutive year, ranking above unemployment, climate change and political instability. More than half of respondents said financial pressure had forced them to postpone major personal decisions including marriage, starting families, pursuing higher education or launching businesses.
Housing affordability also emerged as a defining labour market issue. Around 69% of Gen Z respondents and 64% of millennials said housing costs directly influence where they can work and which career opportunities they pursue. Meanwhile, 51% of Gen Z respondents and 40% of millennials said home ownership no longer feels financially achievable under current economic conditions.
The findings carry implications for Gulf labour markets, where rising living costs in cities including Dubai, Riyadh and Doha are influencing recruitment, workforce mobility and employee retention across both public and private sectors. Deloitte described younger professionals as a “maybe later” generation increasingly focused on financial resilience and long-term career sustainability rather than accelerated advancement.
Leadership Ambitions Shift Towards Sustainable Career Growth
The survey found that younger workers are reassessing traditional leadership pathways amid growing concerns over stress, workload intensity and work-life balance. Only 6% of respondents identified reaching senior leadership positions as their primary professional objective.
Instead, many respondents prioritised gradual and sustainable progression. Around 44% of Gen Z participants and 45% of millennials said steady career growth matters more than rapid promotions or aggressive advancement within corporate structures.
The report suggests that conventional leadership models may no longer align with workforce expectations across EMEA markets. Deloitte noted that younger employees are not rejecting leadership entirely but are reconsidering the conditions under which management roles become attractive.
Approximately 76% of Gen Z respondents and 67% of millennials still expressed interest in holding senior leadership roles during their careers. Respondents said flexible work arrangements, stronger organisational support and clearer career development pathways would increase the appeal of management positions.
AI Adoption Expands Across EMEA Workplaces
Artificial intelligence usage among younger professionals accelerated sharply over the past year, according to the survey. Around 74% of both Gen Z and millennial respondents said they already use AI tools in day-to-day work activities, compared with just over half in the previous year’s survey.
Respondents said AI tools are being used across functions including content creation, project management, data analysis, professional learning and stress management. However, the report identified a widening gap between employee AI adoption and organisational preparedness.
Roughly one-third of respondents said their employers are not adequately prepared for workplace disruption linked to AI adoption. Participants also cited insufficient training, weak AI integration strategies and unclear implementation frameworks inside organisations.
The findings are particularly relevant for Gulf economies pursuing large-scale digital transformation agendas under programmes including Saudi Vision 2030 and the UAE AI Strategy 2031. Countries across the region have accelerated investment in cloud infrastructure, generative AI, workforce digitisation and knowledge economy initiatives as part of broader economic diversification strategies.
The survey also found that workplace wellbeing and purpose remain central to employee retention across younger generations. Nearly all respondents said meaningful work, organisational culture and alignment with personal values play a direct role in job satisfaction and long-term career decisions.
