Gen Z in Mauritius Wants Meaning at Work, Older Generations Want Security

A new study conducted jointly by the Charles Telfair Centre in Mauritius and Curtin University in Australia has shed light on how different generations in Mauritius think about work, stability and purpose. The research examined the attitudes of four generational groups: Generation Z (born roughly 1997 to 2012), Millennials also known as Generation Y (born roughly 1981 to 1996), Generation X (born roughly 1965 to 1980), and Baby Boomers (born roughly 1946 to 1964).

The Charles Telfair Centre is a Mauritius-based research and education institution affiliated with Curtin University, one of Australia's leading public universities. Their collaboration gives this study a degree of academic credibility that is rare in local workforce research.

Despite the gap in ages and life experiences, the study found that all four generations in Mauritius share a common foundation of values, including respect for others and a desire for social peace. This suggests that Mauritian society retains a broad cultural consensus even as individual priorities diverge.

However, the differences between generations are significant when it comes to what people actually want from their careers and employers. Baby Boomers and Generation X, who grew up during periods of economic uncertainty and slower social change, place the highest value on job security and stability. For them, a steady income and a reliable employer remain central to their sense of professional fulfilment.

Millennials sit somewhere in between, often balancing a desire for career growth with the practical demands of family life and financial commitments such as mortgages and rising living costs, all of which are pressing concerns in Mauritius today.

Generation Z stands out most sharply from the rest. Young Mauritians in this cohort are not primarily motivated by security. Instead, they are looking for meaningful work, roles that align with their personal values, and flexibility in how, when and where they work. This generation has grown up with digital tools and a global perspective, and their expectations of employers reflect that background.

What this means: For businesses and public institutions in Mauritius, this study is a practical warning. Recruiting and retaining young talent will require more than a competitive salary. Employers who fail to offer purpose, flexibility and genuine values alignment risk losing Gen Z workers to organisations that do. At the same time, managing multigenerational teams will demand communication strategies that speak to very different motivations. Human resources policies built around the priorities of older workers may no longer be sufficient in a labour market where younger generations are growing in number and confidence.

The findings are also relevant for policymakers thinking about education, employment and workforce development in Mauritius, where youth unemployment and brain drain remain ongoing concerns.

Source: Le Defi Media