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They are doing their part to reduce their personal environmental impact, and they want businesses and governments to do more. Businesses have a need and an opportunity to provide more sustainable products and services. And as employers, they should set climate strategies and look for ways to consistently engage and inspire their people to take part. This includes everyday actions like banning single-use plastics. It should also include longer-term strategies to achieve net-zero greenhouse gas emissions, which will require efforts such as, educating people about how to make sustainable choices, offsetting current carbon emissions, reducing business travel, and greening office locations, fleets, and supply chains. Gen Zs and millennials care about these issues, and they want to be directly involved. 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In this context, business leaders have a crucial role to play in supporting mental health at work, and in mitigating the causes of stress and burnout. Providing better mental health resources is a critical first step—from supportive leaders, to educational resources, to company-sponsored counseling or therapy. To ensure that people feel comfortable accessing these resources, business leaders must make a consistent and vocal commitment to designing stigma-free work environments that value well-being, where workers feel able to speak up about their needs without fear of judgement. The trust needed for people to open up and seek help rests on the everyday behaviors and accessibility of their managers, which is why business leaders must act on building empathetic leadership skills, and helping managers learn how to recognize and help with mental health challenges. Organizations should also take a broad view of their employees’ well-being. Disruption is here to stay, which means it’s important for employers not only to try to help reduce stress and anxiety levels, but also to help address their root causes. This includes showing people how to set boundaries to protect their work/life balance and supporting them in doing so. 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The Future Forum, A new era of workplace inclusion: moving from retrofit to redesign, 11 March 2021.\n2. Axios, The gender divide in remote work, 13 May 2021.\n3. Axios, Women, people of color happier working from home, 22 February 2022.\n4. Harvard Business School, The old boys' club: Schmoozing and the gender gap, June 2021.\n5. Deloitte Global, CxO Sustainability Survey, January 2022.\n6. 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DTTL (also referred to as “Deloitte Global”) and each of its member firms and related entities are legally separate and independent entities, which cannot obligate or bind each other in respect of third parties. DTTL and each DTTL member firm and related entity is liable only for its own acts and omissions, and not those of each other. DTTL does not provide services to clients. Please see www.deloitte.com/about to learn more.\n\nThis communication contains general information only, and none of Deloitte Touche Tohmatsu Limited (“DTTL”), its global network of member firms or their related entities (collectively, the “Deloitte organization”) is, by means of this communication, rendering professional advice or services. Before making any decision or taking any action that may affect your finances or your business, you should consult a qualified professional adviser.\n\nNo representations, warranties or undertakings (express or implied) are given as to the accuracy or completeness of the information in this communication, and none of DTTL, its member firms, related entities, personnel or agents shall be liable or responsible for any loss or damage whatsoever arising directly or indirectly in connection with any person relying on this communication. DTTL and each of its member firms, and their related entities, are legally separate and independent entities.\n\n© 2022. 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