Generation Z and Corporate Volunteering: What They Really Expect from Companies in 2026

2026 is no ordinary year for volunteerism. The UN has declared it the International Year of Volunteers for Sustainable Development, and Spain has already officially joined this initiative. But there’s another fact that companies cannot ignore: Generation Z already accounts for 27% of the workforce in OECD countries, and by 2030, together with millennials, they will make up 74% of the global workforce.

The question every company should be asking itself: What do these young professionals expect when it comes to social commitment and corporate volunteering? Because the answer is transforming talent attraction and retention strategies around the world.

A generation that isn’t satisfied with just a paycheck

Data from Deloitte’s 2025 Global Survey of more than 23,000 young people in 44 countries is compelling: 89% of Gen Z and 92% of millennials believe that having a sense of purpose at work is key to their job satisfaction and personal well-being. We’re not talking about a superficial desire, but rather a determining factor in their career decisions.

This generation seeks what Deloitte has called the “trifecta”: money, purpose, and well-being. And when any of these elements is missing, they act accordingly. More than 40% of those surveyed have turned down job offers or left jobs for ethical reasons or because the job didn’t align with their personal values.

According to Forbes, 60% of Gen Z wants a job that positively impacts the world, 26% already does some kind of volunteer work, and 76% is actively concerned about the impact humans have on the planet. These figures reveal a generation with a much more developed sense of social awareness than previous generations.

Corporate Volunteering as a Job Decision Factor

Here’s a statistic that should give any human resources department pause: 75% of Gen Z evaluates an organization’s community engagement before considering a job. This is not a secondary factor, but a genuine selection criterion.

A Deloitte study found that 62% of workers aged 18 to 26 prefer to work for companies that offer volunteer programs, and 97% believe that all companies should promote these types of initiatives. Eighty-seven percent believe that companies with volunteer programs strengthen the community, and 72% say they would like to work for organizations that offer these opportunities to their employees.

But it’s not just about offering volunteering as just another benefit. Generation Z is particularly critical of superficial volunteering or so-called “social greenwashing.” They seek authentic programs with measurable impact that align with causes they truly care about.

What Kind of Volunteering Does Generation Z Seek?

A study by Voluntare based on 220 responses from young people in this generation revealed very clear preferences that companies should consider when designing their programs:

Tangible impact and learning: They aren’t looking to participate just for the sake of it. They prefer activities with a clear and measurable impact on society and the environment. They especially value opportunities where they can put their knowledge into practice and develop new skills, combining personal and professional growth with contributing to a cause.

Teamwork and in-person engagement: A surprising 91% said they prefer team-based activities, reflecting their desire to share experiences and work collaboratively. In an era of digital hyper-connectivity, volunteering paradoxically becomes a space for genuine human connection.

Flexibility and virtual options: Although they prefer in-person activities, they also value the ability to participate in hybrid or virtual formats that fit their schedules. Microvolunteering and occasional opportunities are gaining ground among those who must juggle multiple commitments.

Alignment with their values: The causes that interest them most are the environment, education, mental health, and social justice. While other generations tend to volunteer for traditional social services such as food banks, Generation Z is particularly drawn to environmental and educational causes.

Skills-based volunteering is gaining prominence

A clear trend in 2025 is the rise of skills-based volunteering. This approach allows employees to contribute their specific professional expertise—whether in marketing, technology, finance, or communications—rather than being limited to generic tasks.

For Generation Z, this option is particularly appealing because it achieves two goals simultaneously: making a real impact on the social organizations receiving assistance and developing skills that strengthen their career paths. Data indicates that 81% of human resources executives view this type of volunteering positively in the hiring process.

The Impact on the Company: Beyond Image

Organizations that implement well-designed corporate volunteer programs experience tangible benefits. According to various studies, companies with volunteer programs report up to 98% higher employee loyalty and 52% lower turnover.

Benevity’s 2025 State of Corporate Purpose report notes that the three main drivers for investing in volunteer programs are: increasing employee engagement, boosting community impact, and fostering internal culture and connection. In 2024, 77% of companies reported an increase in their employees’ participation in volunteer activities.

For Generation Z, which experiences the highest levels of daily work-related stress (52% according to ManpowerGroup), volunteering also serves as an outlet and a source of well-being. Research shows that volunteering releases dopamine, reduces stress, and lessens feelings of isolation.

2026: A Strategic Opportunity for Companies

With 2026 designated as the International Year of Volunteering, companies have a unique opportunity to review and strengthen their corporate volunteer programs. In Spain, where 4.4 million people participate in volunteer activities according to the Volunteerism Observatory, interest in volunteering has grown by 30% over the past 19 years.

However, only 20.5% of Spanish companies actively promote corporate volunteering activities among their employees. This means there is enormous room for improvement and a clear opportunity for differentiation for organizations that decide to invest in robust and meaningful programs.

Key Strategies for Connecting with Generation Z Through Volunteering

If your company wants to attract and retain young talent through corporate volunteering, here are some recommendations based on what Generation Z professionals truly expect:

Offer variety and flexibility. Include in-person, virtual, and hybrid options. Allow participation in one-time projects as well as longer-term commitments. Adapt schedules to facilitate work-life balance.

Measure and communicate the impact. This generation wants to see concrete results. Establish clear metrics, report on the impact achieved, and visibly celebrate achievements.

Connect with relevant causes. Prioritize issues such as the environment, education, diversity and inclusion, and mental health. Allow employees to propose and vote on the causes that matter to them.

Integrate professional development. Design skills-based volunteer programs that allow employees to apply and develop their skills while making an impact.

Involve leadership. When executives actively participate in volunteer activities, the message of commitment is much more powerful and credible.

Facilitate participation with paid time off. Sixty percent of companies already offer paid time off for volunteering. If you don’t already, consider implementing it as a benefit that makes a difference.

Volunteering as a Generational Bridge

Beyond attracting talent, corporate volunteering is proving to be a powerful tool for connecting different generations within organizations. When a 55-year-old executive and a 24-year-old analyst work together on a volunteer project, hierarchical boundaries blur and human connections emerge that would be unlikely to form in the typical workplace setting.

This ability to foster intergenerational bonds makes volunteering a strategic ally in building more cohesive organizational cultures, where the experience of some and the energy of others complement each other around a shared purpose.

Conclusion: Volunteering Is No Longer Optional

For companies that want to remain competitive in the war for talent, corporate volunteering has gone from being a “nice-to-have” to becoming an essential element of the employee value proposition.

Generation Z not only expects companies to have volunteer programs—they expect these programs to be authentic, impactful, and aligned with the causes that define their worldview. Organizations that understand this reality and act accordingly will not only attract the best young talent but will also build more engaged, satisfied, and productive teams.

2026 is the year to take the plunge. Is your company ready?