全球2022年Z世代與千禧一代調(diào)研報(bào)告 -德勤

Strivingforbalance,

advocatingforchange

THEDELOITTEGLOBAL2022GENZ&MILLENNIALSURVEY

Reconcilingdesireforchangewiththechallenges

andcomplexitiesofeverydaylife

Markingits11thannualedition,Deloitte’s2022GenZandMillennialSurveyconnectedwithrespondentsaroundtheglobetogaugetheirviewsaboutworkandtheworldaroundthem.Thesurvey,fieldedbetweenNovember2021andJanuary2022,andthesubsequentqualitativeinterviews,heldinApril2022,foundGenZsandmillennialsnavigatingaveryuncertaintime.

WhenDeloittefieldedlastyear’ssurvey,theworldwasinthemidstofthesecondyearoftheCOVID-19pandemic,justasvaccineswerestartingtorollout.Ithadbeenadifficultyear,butthesurveyrevealedthatGenZsandmillennialsweredeterminedtocreateabetterpost-pandemicworld.Fastforwardto2022and,unfortunately,economicconditionsandqualityoflifehavedeterioratedinmanypartsoftheworld.Nowinthethirdyearofthepandemic,we’realsofacingalarminggeopoliticalconflicts,extremeclimateevents,inequality,andasteepriseininflation.Ratherthanbeingatemporarycondition,disruptionseemstohavebecomepartofthenewnormal.

Thisyear’ssurveyfoundthatGenZsandmillennialsaredeeplyworriedaboutthestateoftheworldandarefightingtoreconciletheirdesireforchangewiththedemandsandconstraintsofeverydaylife.Theyarestrugglingwithfinancialanxiety,whiletryingtoinvestinenvironmentallysustainablechoices.

Theyfeelburnedout,butmanyaretakingonsecondjobs,whilepushingformorepurposeful—andmoreflexible—work.Theypresstheiremployerstotackleclimatechange,particularlywhenitcomestoeffortstheycangetdirectlyinvolvedin,butbusinessesmaystillbemissingopportunitiestodrivedeeperandbroaderclimateaction.Theyhaveinspiredorganizationstotakeactiontoaddressworkplacementalhealth,buttheyarenotalwayscomfortabletalkingabouttheseissuesortakingadvantageoftheresourcesavailable.

Theunprecedentedcircumstancesofthepastfewyearshavepromptedmanypeoplearoundtheworldtorethinktheirpriorities,leadingtotheGreatResignation.ThistimeofhistoricvoluntaryturnoverpresentssignificantopportunitiesformillennialsandGenZs.Asthisyear’ssurveyresultsindicate,thesustainedworkplacechangesthey’vebeenaskingfor—includinghighercompensation,moreflexibility,betterwork/lifebalance,increasedlearninganddevelopmentopportunities,bettermentalhealthandwellnesssupport,andagreatercommitmentfrombusinessestomakeapositivesocietalimpact—arealsothestrategiesthatwillhelpemployersattractandretaintalent.

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey2

Executivesummary

Deloitte’sGenZandMillennialSurveyconnectedwith14,808GenZsand8,412millennialsacross46countries.Theirresponsespresentapictureofvividcontrasts,asthesegenerationsstrivetobalancetheirdesiretodrivechangewiththechallengesoftheireverydaylives.

Strugglingwiththecostoflivingandfinancialconcerns

GenZs(29%)andmillennials(36%)selectedcostofliving(e.g.,housing,transport,bills,etc.)astheirgreatestconcern.Ofnote,12%ofGenZsand11%ofmillennialsselectedpoliticalinstability,war,andconflictsbetweencountriesastheirgreatestconcern,

percentagesthatlikelywouldhavebeenmuchhigherifthesurveyhadbeenfieldedjustafewmonthslater,asRussiainvadedUkraine.

Concernsaboutcostoflivingmaybeasymptomofthetimes,givenhighlevelsofinflation,buttheyalsospeaktoissuesthatthesegenerationshavebeenexpressingforyears:theydon’tfeelfinanciallysecurepersonally,andatabroadersocietallevel,theyaredeeplyconcernedaboutwealthinequality.

?AlmosthalfofGenZs(46%)andmillennials(47%)livepaychecktopaycheckandworrytheywon’tbeabletocovertheirexpenses.

?MorethanaquarterofGenZs(26%)andmillennials(31%)arenotconfidenttheywillbeabletoretirecomfortably.

?Aroundthree-quartersofGenZs(72%)andmillennials(77%)agreethatthegapbetweentherichestandpoorestpeopleintheircountryiswidening.

Amidthisfinancialunease,manyGenZsandmillennialsareredefiningtheirworkingpatterns.Asmanyas43%ofGenZsand33%ofmillennialshaveasecondpart-orfull-timepayingjobinadditiontotheirprimaryjob.Asmall,butgrowing,percentagearealsomovingtolessexpensivecitieswithremotejobs.

TheDeloitteGlobal2022GenZandMillennialSurvey

3

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.

Executivesummary

TheGreatResignationsignalsabreakingpoint,andanopportunitytoreassesshowwework

TheGreatResignationmaycontinueforsometime.Whilejobloyaltyisupslightlyfromlastyear,fourin10GenZsandnearlyaquarterofmillennialswouldliketoleavetheirjobswithintwoyears,androughlyathirdwoulddosowithoutanotherjoblinedup,signalingsignificantdissatisfactionlevels.Butbusinessescanlearnfromthisperiodandimplementworkplacechangesthatwillhelptoattractandretaintalent.

?PayistheNo.1reasonwhyGenZsandmillennialsleftaroleinthelasttwoyears.However,goodwork/lifebalanceandlearning/developmentopportunitieswerethetopprioritieswhenchoosinganemployer.

?AligningwithGenZs’andmillennials’valuesisalsokey.Nearlytwoinfivesaytheyhaverejectedajoborassignmentbecauseitdidnotalignwiththeirvalues.Meanwhile,thosewhoaresatisfiedwiththeiremployers’societalandenvironmentalimpact,andtheireffortstocreateadiverseandinclusiveculture,aremorelikelytowanttostaywiththeiremployerformorethanfiveyears.

Thereisalsocleardemandformoreflexibleworking:currently49%ofGenZsand45%ofmillennialsworkremotelyatleastsomeofthetime,whilethree-quarterssaythiswouldbetheirpreferredmodeofworking.Savingmoney,freeinguptimetodootherthingstheycareabout,andspendingmoretimewithfamilyarethetopreasonsGenZsandmillennialsliketohavetheoptiontoworkremotely.

Prioritizingsustainablechoicesandenvironmentalactionbyemployers

ProtectingtheenvironmentremainsatoppriorityforGenZsandmillennials.Aboutthree-quartersofrespondentsbelievetheworldisatatippingpointinrespondingtoclimatechange,butlessthanhalfareoptimisticthateffortstoprotecttheplanetwillbesuccessful.

TheDeloitteGlobal2022GenZandMillennialSurvey

4

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.

Executivesummary

ThevastmajorityofGenZsandmillennials(90%)aremakingatleastsomeefforttoreducetheirownimpactontheenvironment.

?Manyarewillingtopaymoretomakesustainablechoices.64%ofGenZswouldpaymoretopurchaseanenvironmentallysustainableproduct,versus36%whowouldchooseacheaperproductthatisnotassustainable.

Theywantbusinesses,andtheirownemployers,todomore.Only18%ofGenZsand16%ofmillennialsbelievetheiremployersarestronglycommittedtofightingclimatechange.GenZsandmillennialswanttoseeemployersprioritizevisibleclimateactionsthatenableemployeestogetdirectlyinvolved,suchasbanningsingle-useplasticsandprovidingtrainingtohelppeoplemakebetterenvironmentaldecisions.

Workplacementalhealthcontinuestobeachallenge

GenZsareregularlystressedandanxious.Nearlyhalfsaythattheyfeelstressedallormostofthetime.Millennialstresslevelsarealsohighbutaredownslightlyfromlastyear.Long-termfinancialfuturesandday-to-dayfinancescontinuetobetopstressdriversforbothgenerations.

Meanwhile,burnoutisveryhighamongbothgenerations,andsignalsamajorretentionissueforemployers:

?46%ofGenZsand45%ofmillennialsfeelburnedoutduetotheintensity/demandsoftheirworkingenvironments.

?44%ofGenZsand43%ofmillennialssaymanypeoplehaverecentlylefttheirorganizationduetoworkloadpressure.

Employersdoseemtobemakingprogresswhenitcomestoprioritizingmentalhealthandwell-beingintheworkplace.Morethanhalfagreethatworkplacewell-beingandmentalhealthhasbecomemoreofafocusfortheiremployerssincethestartofthepandemic.However,therearemixedreviewsonwhethertheincreasedfocusisactuallyhavingapositiveimpact.

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey5

Part1:Strugglingwiththecost

oflivingandfinancialanxiety

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey6

Thecostoflivingisthetopconcernamong

bothGenZsandmillennials

AsGenZsandmillennialslearntoadapttothepandemic,personalfinancialchallenges—followedbyclimatechange—aretop-of-mind.

Inthethirdyearofthepandemic,GenZsandmillennialsare

adapting.Healthcare/diseaseprevention,apredominant

concernlastyear,isnowslightlylesspressingasvaccines

andtherapeuticstofightCOVID-19havebecomemore

widelyavailableandadopted.

GenZsandmillennialsalsocontinuetobevery

concernedaboutwealthinequality,andtrustin

businessisdeclining.

?72%ofGenZsand77%ofmillennialsagreethatthegapbetweentherichestandpoorestpeopleintheircountryiswidening.

?Only28%ofGenZsandmillennialsexpecttheeconomicsituationintheircountrytoimproveoverthenext12months,consistentwithlastyear’sfindings.

?LessthanhalfofGenZs(45%)andmillennials(44%)agreebusinessishavingapositiveimpactonsociety,markingthefifthconsecutiveyearthispercentagehasdropped.

ThecostoflivingisthetopconcernamongGenZsandmillennials,followedcloselybyclimatechange.

TopConcerns

GenZs

Millennials

Costofliving

Climatechange

Unemployment

of

Mentalhealthmygeneration

Sexualharassment

36%

29%Costofliving

25%21%20%

18%

24%Climatechange

20%

Healthcare/disease

prevention

19%

17%

Unemployment

Crime/personalsafety

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey7

43%

havetakenoneitherapart-orfull-timepayingjobinadditiontotheirprimaryjob

29%

33%

Toaddressfinancialconcerns,GenZsandmillennialsareactivelyexploringnewworkingmodelstowidentheirincome

FinancialanxietyiswidespreadamongGenZsandmillennials.Theyareworriedabouttheirday-to-dayfinances,andfearthattheywon’tbeabletoretirecomfortably.

GenZs

46%

26%

30%

Millennials

47%

31%

livepaychecktopaycheckandworrythat

theywon’tbeabletocovertheirexpenses

arenotconfidenttheywillbeabletoretire

withfinancialcomfort

don’tfeelfinanciallysecure

Perhapsasawaytoalleviatefinancialconcerns,manyaretakingonsidejobs.

GenZsMillennials

However,sidejobsmayalsobeaboutmorethanmoney.Forexample,theycanenableGenZsandmillennialstohonenewskillsandtapintotheirentrepreneurialspirits.Thetopsidejobsheldbyrespondentsincludesellingproductsorservicesthroughonlineplatforms,consulting,runningtheirownbusiness,andsocialmediainfluencing.

Thefinancialbenefitsofhybridworking

Savingmoney—onexpenseslikecommuting,clothes,drycleaning,andmore—isoneofthetopreasonsthatmanyGenZsandmillennialspreferhybridorremotework.Asmallerpercentagearetakingadvantageofremoteworktorelocatetolessexpensivecities.Thisappearstobeagrowingtrend,roughly15%ofGenZsandmillennialssaythey'vedonesothisyear,upfromthe9%ofrespondentsinlastyear'ssurveywhosaidthey'dtemporarilyorpermanentlymovedoutofamajorcity.

GenZs

33%

Millennials

39%

whocurrentlyworksohashelpedthem

remotelysaydoing

savemoney

GenZs

15%

Millennials

13%

indicatedthatremoteworkhasallowedthemtorelocatefurtherawayfromtheirplaceofwork

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey8

WhatGenZsandmillennialsaresayingabout

theirtopconcerns

“Mybiggestconcernistheamountofturmoilthatexistsintheworld,whichisseeminglygettingworse.Wehaveonelargeexistentialcrisisafteranother,andIthinkthechallengeiseveryoneisexhaustedwithhavingtoberesilient…we'renottrulyabletosolvetheissueswe’refacedwith.Instead,weputaplasteronitandinevitablytheproblemcomesbackbigger.Thisunrestandturmoilthenplaysoutinthefinancialmarkets,intheeconomy,inpoliticsandthiscoupledwiththeclimatecrisisismakingeveryonemorestressedthan

everbefore.”

–Matt,29,UK,OneYoungWorldambassador

“TheUkrainesituationisextremelydistressing.It'sjustanotherexistentialworrytoaddtoagrowinglist.Iwanttobelievethat,onaverage,weaspeoplearemakingprogresstowardsmorepeacefulco-existence.ButwhatishappeninginUkrainecertainlyhurtsthatnarrative.”

–C,32,US

“I'vebeenextremelyconcernedaboutCOVID-19sinceitshowedupmorethantwoyearsago.Thishasbeenlessofacentralconcernoverthepastyear,butIstillthinkit'saproblem.I'malsoconcernedabouttherisingmentalhealthproblemsintheUSandaroundtheworldandanincreasedsenseofnihilismandhopelessnesseverywhere.I'mveryconcernedabouttherisingcostoflivingandespeciallycostofhousingandrent.I'mconcernedaboutconflictinRussiaandUkraine,thehumanitariancrisisinAfghanistan,andotherglobalconflicts.Allofthesethingspromptmetohaveatleastalowlevelofstressbasicallyatalltimes.”

–Rebecca,25,US

“Idothinkourgenerationstruggleswithhighcostoflivingandfinancialconcerns.Ithinkthehousingmarketatthemomentisjustcrazyandisnothinglikewhatourparents’generationsfaced…Icurrentlyhavethreejobs.Ihavetodothisinordertomakeenoughmoneytolivemylifeasafull-timestudent.”

–Julia,21,Australia

TheDeloitteGlobal2022GenZandMillennialSurvey

9

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.

Part2:Reassessingthewaywework

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey10

wouldliketoleavetheirjobswithintwoyears

wouldleaveevenwithoutanotherjoblinedup

TheGreatResignationmaybewithusforawhile

24%ofmillennials

40%ofGenZs

32%ofmillennials

35%ofGenZs

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey11

Voluntaryjobturnoverinthepastyearhasbeenhistoricallyhigh—butinterestingly,employeeloyaltymaynowbeontherise

LoyaltylevelsareontheriseamongmillennialsandGenZs,butconsumer-facingindustriesarestillfacingmajorchallengesasthepandemicdragson.

Lastyear’ssurveyrevealedthatnearlyoneinfourmillennialrespondentsplannedtoleavetheirjobswithintheyear,effectivelyanticipatingtheGreatResignation.

Thisyear’ssurveyconnectedwithmillennialsandGenZsamidthisperiodofhighvoluntaryjobturnover.Itfoundanincreaseinloyaltyacrossbothgroups,potentiallybecausemanypeoplechangedjobsoverthelastyear.Thisyearmillennialsaremorelikelytosaytheyexpecttostaybeyondfiveyearsratherthanleavewithinthenexttwo.

GenZs

Staybeyond5years

Leavewithin2years

20212022

21%23%

53%40%

Millennials

Staybeyond5years

Leavewithin2years

20212022

34%38%

36%24%

ButtheGreatResignationmaybewithusforawhile.Fourin10GenZsandnearlyaquarterofmillennialswouldliketoleavetheirjobswithintwoyears,androughlyathirdwoulddosowithoutanotherjoblinedup,signalingsignificantdissatisfactionlevels.

Respondentsareparticularlyeagertoleavesomepublic-facingindustrieswithintwoyears,manyofwhicharealreadyfacinglaborshortages.

consumer

retail

energy/mining

education

healthcare/

lifescience

GenZs

49%

48%

46%

42%

41%

Millennials

25%

25%

34%

27%

29%

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey12

Goodwork/lifebalanceLearninganddevelopmentopportunities

Highsalaryorotherfinancialbenefits

Positiveworkplaceculture(e.g.,employeesfeelvalued,asenseofbelonging,etc.)

Opportunitiestoprogress/growinmycareer/takeonleadershiprole

Ideriveasenseofmeaningfrommywork

Flexibleworkingmodel(e.g.,canworkremotely,onlocation,oracombination)

GenZs

39%

Nearlytwoinfive(37%ofGenZsand36%ofmillennials)saytheyhaverejectedajoband/orassignmentbasedontheirpersonalethics

Nearlyhalf(46%)ofGenZsandmillennialsinseniorpositionshaverejectedajoband/orassignmentbasedontheirpersonalethics

Whilesocietalandenvironmentalimpact,alongwithadiverseandinclusiveculture,arenotalwaysatthetopoftheprioritylistwhenchoosingajob,thesecontinuetobecriticalissuesintermsofretention.Thosewhoaresatisfiedwiththeiremployers’societalandenvironmentalimpact,andtheireffortstocreateadiverseandinclusiveenvironmentaremorelikelytowanttostaywiththeiremployerformorethan

fiveyears.

Sowhatcanemployersdotoattractandretaintalent?

WhenitcomestoattractingGenZsandmillennials,gettingthebasicsrightcomesfirst,butbusinesses’impactonsocietyandtheplanetcannotbediscounted.

Thefocusonlearninganddevelopmentisperhapsnotsurprisinggivenevolvingworkdemandsandskillsrequirements.GenZs(37%)andmillennials(38%)predictthatthemostnotableworkplaceshiftwithinthenext10yearswillbeartificialintelligence(AI)andothertechnologiesbeingusedtofullyautomatemanyjobsorjobfunctions.So,employerswhocanhelpprofessionalsadapttothischangingworkplacearelikelymoreappealing.

Purposeisalsocritical.GenZsandmillennialsarewillingtoturndownjobsandassignmentswhichdon’talignwiththeirvalues.ThisisparticularlytrueamongGenZsandmillennialsinleadershippositions.

Pay,feelingtheworkplacewasdetrimentaltotheirmentalhealth,andburnout

arethetopreasonsmillennialsandGenZslefttheiremployersoverthelasttwo

years.Butwhenitcomestowhatmakesthemchooseanorganizationtoworkfor,

goodwork/lifebalanceandlearninganddevelopmentopportunitiesaretheir

toppriorities.

Topreasonsrespondentschosetoworkfortheircurrentorganization:

32%

29%

29%

24%

27%

23%

23%

23%

24%

21%

26%

20%

21%

Millennials

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey13

Levelofsatisfactionwithcommitmenttosocietalimpact,diversityandinclusion,andsustainabilityhaveadirectimpactonjobloyalty

GenZs’satisfactiononthefollowingeffortsoftheir

organizationanditsimpactontheirloyalty

Societalimpact

57%13%

31%

Notsatisifedatall

34%

Verysatisfied

Progressincreatingadiverseandinclusiveenvironment

52%

16%

34%

32%

Notsatisfiedatall

Verysatisfied

Commitmenttosustainability

56%13%

33%

32%

Notsatisfiedatall

Verysatisfied

Staybeyondfiveyears

Leavewithintwoyears

Millennials’satisfactiononthefollowingeffortsoftheir

organizationanditsimpactontheirloyalty

Societalimpact

51%13%

Notsatisifedatall

17%

53%

Verysatisfied

Progressincreatingadiverseandinclusiveenvironment

Notsatisifedatall52%11%

Verysatisfied17%52%

Commitmenttosustainability

Notsatisifedatall48%17%

Verysatisfied17%51%

LeavewithintwoyearsStaybeyondfiveyears

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey14

Empoweringpeopletodrivechangewithintheirorganizationsiskeytofosteringasenseofbelonginganddrivingloyalty

GenZsandmillennialsaren’tafraidtospeakuptoaskforchange,butit’scriticalforemployerstolistentotheirpeople,acrossalllevels,andimplementtheirfeedback.Whilejustoverhalfofrespondentsfeeltheirorganizationdoesagoodjobonthisfront,roughlyathirddon’tfeelempoweredtodrivechange.

32%ofGenZsand33%ofmillennialssaydecisionsaremadefromthetopdownwithintheirorganizationsandemployeefeedbackisnotoftenactedupon

GenZsandmillennialsinseniorleadershippositionsaremorelikelytosaytheirorganizationseeksinputfromemployeesatalllevelsandincorporatestheirfeedback.

65%

64%

ofGenZsinseniorpositionsagreewiththisstatementversus43%injuniorpositions

ofmillennialsinseniorpositionsagreewiththisstatementversus37%injuniorpositions

Thissuggeststhatorganizationshaveworktodotoensurethatallprofessionalsfeelempoweredtospeakupanddrivechangewithintheirworkplaces.GenZswantworkplaceswithlessrigidhierarchies,wheretheyfeeltheycanspeakopenlywiththeiremployers,andwheretheycanbepartofshapingtheirworkplace’sculture.

Empoweringpeopleacrossanorganizationhelpsfosteramoreinclusive

environment.

Ofthe52%ofGenZsandmillennialswhofeelempoweredtodrivechangewithintheirorganizations,89%ofGenZsand90%ofmillennialssaytheyfeelasenseofbelonging.

Whenpeoplefeeltheirvoicesareheard,theytendtofeelmoreconnectedandloyaltotheirorganizations.

AmongGenZsandmillennialswhofeelempowered

Staybeyond5years

Leavewithinayear

66%65%

38%33%

AmongGenZsandmillennialswhodon’tfeelheard

Staybeyond5years

Leavewithinayears

24%25%

47%54%

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey15

76%ofmillennials

75%ofGenZs

wouldpreferahybridorremoteworkingpattern

?2022.Forinformation,contactDeloitteToucheTohmatsuLimited.TheDeloitteGlobal2022GenZandMillennialSurvey16

63%

12%

62%

14%

19%

20%

Makes

gettingwork

doneeasier

Positively

impacts

mymental

health

Freesup

timetodo

otherthingsI

careabout

40%

Allowsme

toseefamily

moreoften

There’shugedemandformorehybridwaysofworking,butbusinesseshaveworktodotogetitright

Thepandemichasacceleratedremoteworkandmanywouldprefernottogobacktotheoffice,atleastnotfulltime.ThevastmajorityofGenZs(75%)andmillennials(76%)wouldpreferworkingpatternswheretheyeithersplittheirtimebetweenremoteandon-siteworkorworkentirelyfromhome.Thisis,however,significantlyhigherthantheproportioncurrentlyabletodoso—only49%ofGenZsand45%ofmillennialssaytheycurrentlyhavetheoptiontoworkremotelyatleastsomeofthetime.

Inadditiontowheretheywork,GenZsandmillennialswantflexibilityinhowandwhentheywork.They’dliketheirorganizationstoofferflexibleworkinghoursandpotentiallyreducedworkweeks.Theyseeflexibleworkasanimportantstrategytoenablebetterwork/lifebalance.

Preferred

workingpatterns:

75%and76%preferhybridorremotework

GenZs

Millennials

remotely

ToalwaysworkinanofficeTohaveahybridworkarrangenentToalwayswork

Thosewho