Asia Pacific Hopes and Fears Survey 2022 Detailed Findings

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Asia Pacific detailed findings
Time for a rethink?

Asia Pacific Workforce
Hopes and Fears Survey 2022
July 2022
Contents
Overview 3
Current & future working behaviours 8
Skills specialisation & scarcity 18
Impact of technology 27
Social & political issues in the workplace 30
Workplace empowerment 44 2
Assessing outcomes 55
China
PwC | Asia Pacific Hopes and Fears Survey 2022
1 Overview
3
Background and methodology
Background Points to note
● A global research study to understand the attitudes and ● When reporting the data by age/generation, responses
behaviours of employees from ‘silent generation’ (age 77+) are not shown due to
small base size
Methodology ● Colour coding in tables is illustrative conditional
formatting only and is not linked to statistical significance
● A 10 minute online survey conducted by an external ● Totals and NETs might be c.1% different due to rounding
panel provider targeted at representative global sample, ● NETs or summaries use top and bottom 2 boxes
by age, gender and region, across 44 territories. The regardless of whether its a 5 point or 7 point scale, unless
external provider was responsible for sample quota otherwise stated
design, fieldwork management and weighting of survey ● Tables such as the example below are crosstabs and only
responses, where required show differences between groups but do not explain the
● The survey was in conducted March 2022 difference i.e. do not test cause and effect or key drivers
PwC | Asia Pacific Hopes and Fears Survey 2022 4

Respondent demographics
Gender Age Generation
Gen Z Millennials Generation X Baby The Silent
59% 39% 2% 18-25 26-41 42-57 Boomers

58-76
Generation
77+
male female other
10%
11% 47%
46% 31%
30% 11%
13% 0%
2%
Employment status Education level
Base: Asia Pacific respondents (17,992)
PwC | Asia Pacific Hopes and Fears Survey 2022

5
Respondent demographics
Ethnic minority Health condition Time with current employer
28% 21%
Identify as an Have a health condition that
ethnic minority 11%
affects their ability to carry 46% 30%
out day-to-day activities
Primary income earner Income
55% Low 31%
Are main or joint

primary income Medium 21%
earner
44%
High
% Prefer not to say

6
Respondent demographics - employment profile
Number of employees Industry Type of work Job role
Base: Asia Pacific respondents (17,992) FS: Financial Services | EUR: Energy, Utilities &
Resources | TMT: Technology, Media and
Telecommunications | R&C: Retail & Consumer |
PwC | Asia Pacific Hopes and Fears Survey 2022 Gov/PS: Government/Public sector
7
2
Current & future
working behaviours
8
Working remotely / from home
Q11. Can your job be done remotely/from home?
61%
Can work
from home
38%
Cannot
work from
home
65% of Millennials can work from home

48% of Boomers cannot work from home
Q11 Base: Asia Pacific respondents (17,992) Don’t know: 1%
Base: Asia Pacific respondents(17,992)

Remote working now and in the future
Q12. Regarding your current job role:
59% hybrid
68% hybrid
66% hybrid
Base: Asia Pacific respondents who state that their job can be done remotely/from home (10,930)
10
Most territories are working in a hybrid way
Q12a. Regarding your current job role: How are you currently working?

Hybrid work from the employer and employee perspective
Q12b. Regarding your current job role: How will your Q12c. Regarding your current job role: How would you
employer likely expect you to work 12 months from now? prefer to work 12 months from now?
12
Alignment between employee preference and perceived
employer expectation for future hybrid working
Q12b. Regarding your current job role: How will your employer likely expect you to work 12 months from now?
Q12c. Regarding your current job role: How would you prefer to work 12 months from now?

Employees preference compared to employee perceived
employer expectation
Combined Q12b & Q12c. Regarding your current job role: How will your employer likely expect you to work 12 months from
now? | How would you prefer to work 12 months from now?
Combined Q12b & Q12c. Regarding your current job role: How will your employer likely expect you to work 12 months from
now? | How would you prefer to work 12 months from now?
Concern about being overlooked for development opportunities
amongst those currently working remotely full-time
Q25. Based on how you expect you to be working 12 months from now, how concerned are you about being overlooked for
development opportunities e.g., career advancement?
Asia Pacific
Full-time remote
Current working arrangement
working
Hybrid working
Full-time in-person
working
Base: Asia Pacific respondents (17,992); Current working arrangement based on those who state that their job can be done remotely/from home - Full-time remote working (3,519), Hybrid working (6,496)
Full-time in-person working (914)
Concern about being overlooked for development opportunities
Q25. Based on how you expect you to be working 12 months from now, how concerned are you about being overlooked for
development opportunities e.g., career advancement? (Showing only “extremely concerned” and “very concerned’ responses)

3
Skills specialisation &
scarcity
18
One-third agree their territory lacks their skillset and almost
half agree that their job requires specialist training
Q13. Regarding your current job role, how accurate are the following statements?
33%
49%

Perception that their job requires specialist training by territory
Q13a. Regarding your current job role, how accurate are the following statements? My job requires specialist training

Perceived lack of skills by territory
Q13b. Regarding your current job role, how accurate are the following statements? My territory lacks people with the skills to
do my kind of work.

Employees whose job requires specialist training are more
likely to ask for a raise or seek a promotion
Q24a How likely are you to take the following actions with your employer within the next 12 months?
(Showing only “extremely likely” and “very likely” responses)
25+% difference
24+% difference
22+% difference
Base: Asia Pacific respondents where their job doesn’t require specialist training (1,592) and where their job does require specialist training (8,756)
Based on those who selected strongly or moderately agree/disagree at Q13

Employees who believe their territory lacks their skillset are
also more likely to ask for a raise or seek a promotion
Q24a How likely are you to take the following actions with your employer within the next 12 months?
25+% difference
24+% difference
21+% difference
Base: Asia Pacific respondents My territory doesn’t lack people with the skills to do my work (2,829) My territory lacks people with the skills to do my work (5,977).
Based on those who selected strongly or moderately agree/disagree at Q13

Likelihood to take actions by industry
Q24. How likely are you to take the following actions with your employer within the next 12 months?
(Showing only “Extremely likely” and “Very likely” responses)
Energy, Technology,
Industrial Financial Retail & Government &
Utilities & Media & Health
Manufacturing Services Consumer Public Sector
Resources Telecom
Recommend your employer as a place to work 34% 35% 36% 42% 32% 30% 34%
Ask for a raise 36% 35% 38% 43% 33% 28% 31%
Ask for a promotion 32% 32% 37% 41% 29% 24% 28%
Switch to a new employer 18% 20% 15% 24% 17% 15% 21%
Leave the workforce temporarily or permanently 16% 19% 14% 22% 14% 15% 20%
Reduce my working hours 17% 19% 16% 23% 17% 14% 16%
Increase my working hours 14% 15% 12% 16% 12% 12% 14%
Base: Asia Pacific respondents (17,992), Industrial Manufacturing (5,418), Financial Services (1,824), Energy, Utilities & Resources (1,060),
Technology, Media & Telecom (2,281), Retail & Consumer (3,605), Government & Public Sector (2,103), Health (1,670)

Employers are
addressing skills and
labour shortages
through upskilling and
wage increases, with
fewer using automation,
recruitment or
outsourcing to manage
shortages.
Q14. What, if anything, is your employer

doing to address shortages in skills/labour?
Internal actions
Base: Asia Pacific respondents who agreed that their
territory lacks people with the skills to their work (9,211)
Recruitment changes
Addressing shortages in skills and labour by territory
Q14. What, if anything, is your employer doing to address shortages in skills/labour?
Territories Internal actions Recruitment change

Supporting Recruiting
Automating Widening
workers with Outsourcing Hiring qualified workers with
Upskilling and/or recruitment to
Increasing wage physical and work to third workers from lower
workers enhancing work include more
mental parties overseas qualifications or
via technology diverse workers
well-being less experience
Global 40% 33% 29% 26% 25% 20% 20% 24%
Asia Pacific 45% 38% 36% 33% 30% 25% 24% 24%
Australia 37% 33% 23% 15% 26% 15% 23% 21%
China 46% 38% 40% 40% 30% 24% 23% 18%
Hong Kong SAR 48% 57% 35% 36% 26% 30% 27% 38%
India 37% 41% 41% 42% 42% 37% 37% 34%
Indonesia 61% 34% 39% 31% 28% 18% 13% 17%
Japan 41% 34% 22% 17% 12% 10% 8% 15%
Malaysia 63% 42% 45% 35% 37% 24% 22% 22%
New Zealand 32% 27% 28% 18% 21% 21% 24% 23%
Singapore 46% 39% 33% 31% 33% 28% 30% 26%
South Korea 45% 34% 22% 30% 21% 15% 13% 15%
Taiwan 51% 45% 39% 40% 26% 34% 30% 18%
Thailand 41% 37% 41% 37% 41% 33% 32% 30%

Base: Asia Pacific respondents who agreed that their territory lacks people with the skills to their work (9,211)
4 Impact of technology
27
The impact of technology in the future
Q17. When you think about technology’s impact on your job over the next three years, what are you most concerned about?
(Rank 1-3)

Gen Z and Millennials in Asia Pacific are slightly less concerned about
their employer providing relevant training or investing in technology
(Rank 1-3)
Gen Z Millennials Gen X Boomers
My lack of opportunities to work with or learn from colleagues with

49% 50% 44% 38%
advanced technical or digital skills
My employer not teaching me relevant technical or digital skills

37% 37% 31% 23%
needed for my career
My employer not investing in innovative technology 36% 40% 35% 31%
My limited capacity to learn new technical or digital skills needed for

49% 50% 43% 35%
my career
My role being replaced by technology 44% 47% 39% 30%
None of the above 13% 15% 24% 35%
Base: Asia Pacific respondents (17,992), Gen Z (1,847), Millennials (8,441), Gen X (5,491), Boomers (2,198)
5 Social & political
issues in the
workplace
30
Almost two-thirds (63%) of employees have had conversations with
colleagues about social or political issues (frequently or sometimes)
Q18. Over the last year, how often have you been involved in conversations with colleagues about social issues or political issues?
Q19. Why do you think you haven't been involved in conversations with colleagues about social and/or political issues?
Of those who never have these conversations:
Frequently /
Sometimes: 63%
Q18 Base: Asia Pacific respondents (17,992), Q19 Base: Asia Pacific respondents who stated 'never' at Q18 (2,515)

For those who have had those conversations, employees perceive more
positive consequences than negative ones
Q20. What impact have conversations with colleagues about social and/or political issues had on your work environment?
Positive impact
83% choose Negative impact

at least one
positive statement
51% choose
at least one
negative statement
Ethnic minority:
Base: Asia Pacific respondents stated 'sometimes' or 'frequently' at Q18 (11,255) Those from an ethnic minority group are more likely to have had a
positive impact than those not from this group
Well-being resources and data protection are the two main
areas where employers have provided support
Q21. Has your employer provided support and resources to help you with any of the following?
Social Governance Environmental

Territories in Asia Pacific provide resources on well-being &
data protection, more so than environment support
Q21. Has your employer provided support and resources to help you with any of the following?
Environment Governance Social N/A
Working effectively
Territory Minimising the Improving diversity Protecting
Managing my own with people who Making ethical
environmental and inclusion within company and/or None of the above
well-being share different decisions
impact of my job my team customer data
views
Global 23% 34% 30% 30% 35% 28% 22%
Asia Pacific 27% 38% 34% 35% 38% 34% 17%
Australia 17% 34% 25% 26% 28% 24% 30%
China 31% 46% 31% 44% 43% 44% 10%
Hong Kong SAR 24% 35% 29% 34% 41% 30% 19%
India 42% 44% 50% 43% 50% 42% 3%
Indonesia 29% 35% 49% 42% 49% 41% 4%
Japan 8% 31% 15% 11% 19% 16% 44%
Malaysia 31% 40% 42% 45% 45% 48% 9%
New Zealand 21% 38% 26% 24% 30% 25% 26%
Singapore 26% 37% 34% 34% 38% 29% 13%
South Korea 21% 23% 28% 29% 25% 21% 24%
Taiwan 32% 35% 36% 44% 45% 37% 11%
Thailand 38% 38% 43% 40% 39% 38% 5%

The importance of employer transparency
Q22. How important is it to you that your employer is transparent about each of the following areas?

The organisations record on health & safety and their impact
on the economy is important to employees
(Showing only “extremely important” and “very important” responses)
The organisation's record on protecting worker health 62% 64% 61% 61%
and safety
The organisation’s impact on the economy (e.g., jobs, 58% 62% 56% 54%
taxes, wages)
The organisation’s record on addressing diversity and 54% 55% 50% 47%
inclusion in the workplace
The organisation’s impact on the natural environment 52% 55% 48% 45%
(including climate change)

Employer transparency around organisational impact
Q23. How confident are you that your employer is transparent about the following areas?

The importance employees place on employer transparency
(showing “extremely important” and “very important” only)
(showing “extremely confident” and “very confident” only)

Gen Z and Millennials tend to be more confident that their
employer is transparent in the areas of health and safety and
the economy
(Showing only “extremely confident” and “very confident” responses)
The organisation's record on protecting worker health 54% 55% 50% 50%
and safety
The organisation’s impact on the economy (e.g., jobs, 52% 54% 47% 47%
taxes, wages)
The organisation’s record on addressing diversity and 49% 52% 45% 44%
inclusion in the workplace
Colour coding is illustrative only - not necessarily statically significant

‘Silent generation’ not shown due to small base
47% 51% 43% 41%
The organisation’s impact on the natural environment
Those working full time in-person are less confident that their
employer is transparent
Are able to work remotely
Full-time in-person
Full-time remote working Hybrid working
working
The organisation's record on protecting worker health and
65% 60% 53%
safety
The organisation’s impact on the economy (e.g., jobs, taxes,
64% 58% 47%
wages)
The organisation’s record on addressing diversity and inclusion 61% 56% 47%
in the workplace
The organisation’s impact on the natural environment 60% 54% 41%

Base: Asia Pacific respondents Full-time remote working (3,519), Hybrid working (6,496) Full-time in-person working (914)

Those working full time in-person are less confident that their
employer is transparent
Full-time in-person
Full-time remote working Hybrid working
working
The organisation's record on protecting worker health and
65% 60% 53%
safety
The organisation’s impact on the economy (e.g., jobs, taxes,
64% 58% 47%
wages)
The organisation’s record on addressing diversity and inclusion 61% 56% 47%
in the workplace
The organisation’s impact on the natural environment 60% 54% 41%

Base: Asia Pacific respondents Full-time remote working (3,519), Hybrid working (6,496) Full-time in-person working (914)

Transparency on most topics is relatively more important in
emerging markets

Confidence in their employer transparency
(Showing only 'extremely important” and “very important” responses)

6 Workplace
empowerment
44
Financial reward and personal fulfilment are most important when
employees are considering making a change in their work environment
Q16. How important are the following factors to you when considering making a change in your work environment?
Top 3
Impact
Meaning
Autonomy
Confidence/competence
Importance of factors when making a change in work
environment
Top 3
PwC | Asia Pacific Hopes and Fears Survey 2022 Base: Asia Pacific respondents (17,992) 46
Level of agreement with factors about current work
environment
Q15. To what extent do you agree or disagree with the following statements about your current work environment?
Top 3

Millennials consider all aspects to be of high importance
I am fairly rewarded financially for my work 65% 71% 66% 62%

I find my job fulfilling 65% 66% 61% 60%
I can truly be myself at work 64% 65% 59% 56%
My team cares about my well-being 60% 62% 56% 50%
My manager considers my viewpoint when making decisions 56% 60% 54% 52%
The work I do has a significant impact on my team’s
54% 59% 53% 51%
performance
I can exceed what is expected of me in my job role 56% 57% 52% 50%
I can choose how I do my work in a way that suits me 57% 60% 55% 48%
I can be creative/innovative in my job 58% 60% 52% 50%
I have a clear plan to advance my career with my current
58% 60% 50% 46%
employer
I can choose when I work 50% 53% 49% 43%
I can choose where I work 49% 51% 46% 40%


Most important factors when considering a change in work
environment
Full-time remote working Hybrid working Full-time in-person working
I am fairly rewarded financially for my work 73% 73% 68%

I find my job fulfilling 71% 70% 61%
I can truly be myself at work 70% 68% 61%
My team cares about my well-being 67% 64% 55%
My manager considers my viewpoint when making decisions 67% 63% 56%
The work I do has a significant impact on my team’s
67% 63% 53%
performance
I can exceed what is expected of me in my job role 66% 60% 55%
I can choose how I do my work in a way that suits me 70% 62% 55%
I can be creative/innovative in my job 68% 64% 57%
I have a clear plan to advance my career with my current
66% 64% 53%
employer
I can choose when I work 66% 55% 43%
I can choose where I work 66% 55% 44%
Base: Asia Pacific respondents - Full-time remote working (3,519), Hybrid working (6,496) Full-time in-person working (914)

Employees are most likely to agree that they can find fulfillment, be
themselves at work and impact their team’s performance
(Showing only “strongly agree” and “Moderately agree” responses)
Impact
Meaning
Autonomy
Confidence/competence
Top 3 most important

Employees and their current work environment by generation

I can truly be myself at work
47% 51% 47% 55%
The work I do has a significant impact on my team’s performance
45% 51% 48% 53%
I can exceed what is expected of me in my job role
43% 48% 44% 49%
I find my job fulfilling
48% 51% 48% 55%
I can be creative/innovative in my job
46% 49% 43% 47%
My team cares about my well-being 49% 51% 45% 49%
My manager considers my viewpoint when making decisions 41% 47% 44% 49%
I am fairly rewarded financially for my work 43% 46% 43% 46%
I have a clear plan to advance my career with my current employer 44% 47% 39% 41%
I can choose how I do my work in a way that suits me 41% 42% 39% 44%
I can choose where I work 33% 35% 32% 34%
I can choose when I work (days and/or hours) 31% 34% 33% 38%

Base: Asia Pacific respondents Gen Z (1,847), Millennials (8,441), Gen X (5,491), Boomers (2,198)

Remote and hybrid working employees and their current work
environment

I can truly be myself at work 61% 58% 51%
The work I do has a significant impact on my team’s performance 59% 58% 52%
I can exceed what is expected of me in my job role 59% 53% 48%
I find my job fulfilling 60% 59% 49%
I can be creative/innovative in my job 59% 57% 47%
My team cares about my well-being 60% 57% 46%
My manager considers my viewpoint when making decisions 57% 55% 46%

56% 53% 42%
I am fairly rewarded financially for my work
I have a clear plan to advance my career with my current employer 56% 54% 41%
I can choose how I do my work in a way that suits me 58% 49% 39%
I can choose where I work 56% 43% 28%
I can choose when I work (days and/or hours) 54% 39% 26%

Factors when considering making a change in work
environment
Q16. How important are the following factors to you when considering making a change in your work environment? (Showing only
“extremely important” and “very important” responses)
Autonomy Impact Confidence/Competence Meaning

The work I do I have a clear
My manager I can exceed
I can be has a I am fairly I can choose plan to My team
Territory considers my what is I can truly be
I can choose I can choose creative/inno significant rewarded how I do my advance my I find my job cares about
viewpoint expected of myself at
when I work where I work vative in my impact on my financially for work in a way career with fulfilling my
when making me in my job work
job team’s my work that suits me my current well-being
decisions role
performance employer
Global 50% 47% 60% 58% 71% 59% 58% 59% 55% 69% 66% 60%
Asia Pacific 50% 48% 56% 56% 68% 57% 55% 57% 55% 64% 62% 58%
Australia 55% 49% 59% 59% 72% 60% 60% 59% 52% 69% 65% 62%
China 56% 53% 61% 61% 70% 59% 55% 60% 63% 65% 65% 62%
Hong Kong SAR 43% 37% 42% 43% 71% 45% 40% 46% 45% 55% 49% 49%
India 70% 71% 80% 79% 79% 76% 78% 76% 78% 79% 81% 79%
Indonesia 41% 39% 59% 55% 62% 53% 54% 50% 57% 62% 62% 57%
Japan 35% 28% 29% 30% 55% 35% 33% 43% 28% 47% 46% 35%
Malaysia 42% 43% 58% 57% 68% 57% 57% 54% 56% 66% 63% 59%
New Zealand 50% 49% 56% 53% 72% 58% 56% 58% 50% 70% 66% 62%
Singapore 46% 45% 50% 52% 61% 56% 48% 50% 52% 59% 55% 55%
South Korea 35% 32% 38% 40% 54% 41% 39% 38% 36% 50% 42% 40%
Taiwan 35% 39% 47% 48% 65% 47% 48% 49% 47% 51% 54% 52%
Thailand 75% 72% 81% 78% 82% 80% 78% 81% 80% 81% 81% 58%

Key concerns on the impact of technology
(Rank 1-3)
My lack of opportunities to
My limited capacity to learn work with or learn from My employer not teaching me
new technical or digital skills My role being replaced by My employer not investing in colleagues with advanced relevant technical or digital
Territory needed for my career technology innovative technology technical or digital skills skills needed for my career
Global 37% 30% 37% 40% 39%
Asia Pacific 47% 34% 37% 46% 42%
Australia 36% 29% 36% 42% 40%
China 49% 35% 38% 50% 49%
Hong Kong SAR 50% 32% 42% 45% 45%
India 54% 42% 48% 57% 51%
Indonesia 51% 35% 31% 46% 44%
Japan 31% 22% 25% 30% 22%
Malaysia 54% 32% 36% 49% 43%
New Zealand 33% 28% 37% 38% 41%
Singapore 49% 39% 42% 51% 50%
South Korea 52% 46% 36% 46% 37%
Taiwan 52% 35% 35% 40% 41%
Thailand 51% 34% 36% 43% 43%

7 Assessing outcomes
55
Employee satisfaction
Length of time with employer:
Q10 How satisfied are you with your job? Satisfaction rises year on year with length of
time with employer. The first two years,
satisfaction is 46%, rising to 60% in years 3-5
and again to 64% in years 6-10. It then falls to
57% for 10+ years.
57% satisfied 9% dissatisfied

(top 2 box) (bottom 2 box) Industry:
Health and Technology, Media &
Telecommunication are the most likely to be
satisfied (61%) and Retail & Consumer the
least likely to be satisfied (54%)
Generation:
Boomers are more likely to be very/moderately
satisfied (61%), Gen Z are the least satisfied
(53%).
Working pattern:
Those currently working full-time ‘in person’
are less satisfied (54%) than full-time ‘remote’
(66%) or hybrid workers (67%).

56
Satisfaction by territory
Q10 How satisfied are you with your job?

Employee actions within the next 12 months
Extremely/very likely
35%
34%
31%
19%
18%
17%
14%

Employee actions by territory
Q24 How likely are you to take the following actions with your employer within the next 12 months? (Showing only “extremely likely” and “very likely” responses)

Employee likelihood of taking actions by generation
Recommend your employer as a place to work 38% 39% 30% 25%
Ask for a raise 40% 40% 30% 22%
Ask for a promotion 37% 36% 27% 18%
Switch to a new employer 24% 21% 16% 9%
Leave the workforce temporarily or permanently 21% 20% 14% 10%
Reduce my working hours 21% 19% 15% 13%
Increase my working hours 18% 16% 11% 6%

Base: Asia Pacific respondents who All respondents (17,992), Gen Z (1,847), Millennials (8,441), Gen X (5,491), Boomers (2,198)

Employee likelihood of taking actions by working pattern
Recommend your employer as a place to work 44% 40% 34%
Ask for a raise 44% 40% 34%
Ask for a promotion 42% 38% 28%
Switch to a new employer 27% 16% 18%
Leave the workforce temporarily or permanently 27% 15% 16%
Reduce my working hours 23% 18% 16%
Increase my working hours 18% 15% 14%

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Asia Pacific detailed findings

Time for a rethink?

Current & future working behaviours 8

Skills specialisation & scarcity 18

Social & political issues in the workplace 30

PwC | Asia Pacific Hopes and Fears Survey 2022 4

Gen Z Millennials Generation X Baby The Silent

59% 39% 2% 18-25 26-41 42-57 Boomers

Employment status Education level

Base: Asia Pacific respondents (17,992)

PwC | Asia Pacific Hopes and Fears Survey 2022

Primary income earner Income

55% Low 31%

Are main or joint

% Prefer not to say

Base: Asia Pacific respondents (17,992)

PwC | Asia Pacific Hopes and Fears Survey 2022

65% of Millennials can work from home

Q11 Base: Asia Pacific respondents (17,992) Don’t know: 1%

Base: Asia Pacific respondents(17,992)

PwC | Asia Pacific Hopes and Fears Survey 2022 9

Q12. Regarding your current job role:

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Base: Asia Pacific respondents (17,992)

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Base: Asia Pacific respondents (17,992)

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Base: Asia Pacific respondents (17,992)

PwC | Asia Pacific Hopes and Fears Survey 2022 20

Base: Asia Pacific respondents (17,992)

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Q14. What, if anything, is your employer

Territories Internal actions Recruitment change

Australia 37% 33% 23% 15% 26% 15% 23% 21%

China 46% 38% 40% 40% 30% 24% 23% 18%

India 37% 41% 41% 42% 42% 37% 37% 34%

Indonesia 61% 34% 39% 31% 28% 18% 13% 17%

Japan 41% 34% 22% 17% 12% 10% 8% 15%

Malaysia 63% 42% 45% 35% 37% 24% 22% 22%

Singapore 46% 39% 33% 31% 33% 28% 30% 26%

Taiwan 51% 45% 39% 40% 26% 34% 30% 18%

Thailand 41% 37% 41% 37% 41% 33% 32% 30%

Base: Asia Pacific respondents (17,992)

PwC | Asia Pacific Hopes and Fears Survey 2022 28

Gen Z Millennials Gen X Boomers

My lack of opportunities to work with or learn from colleagues with

My employer not teaching me relevant technical or digital skills

My employer not investing in innovative technology 36% 40% 35% 31%

My limited capacity to learn new technical or digital skills needed for

My role being replaced by technology 44% 47% 39% 30%

None of the above 13% 15% 24% 35%

Of those who never have these conversations:

PwC | Asia Pacific Hopes and Fears Survey 2022 31

83% choose Negative impact

Social Governance Environmental

Base: Asia Pacific respondents (17,992)

Asia Pacific 27% 38% 34% 35% 38% 34% 17%

Australia 17% 34% 25% 26% 28% 24% 30%

China 31% 46% 31% 44% 43% 44% 10%