Benefits for all. Benefits for a fast-changing world. Benefits for healthier societies.
To better understand the shifting priorities of different groups within the workforce, we sought opinions from over 17,000 individual employees, across different sectors and levels. Our analysis offers a unique insight into the value employees place on employer-provided benefits and demonstrates the power of a care-first approach.
Three key trends
Using benefits as an expression of company values is going to be more important as life becomes more complex. Our findings revealed three key ways risk managers and HR can work closely together to enable your employees and your business to thrive.
Explore the trends
- Benefits for all
- Benefits for a fast changing world
- Benefits for healthier societies
Different employee groups, for example Gen Z, caregivers and women, have different priorities, which change over time. Employers who gain insight to the varying needs and preferences in their workforce are able to focus on providing meaningful benefits for all.
Now is the time to introduce Gen Z into your benefits mindset
We found that almost all of GenZ said they are at risk of burnout from factors like work pressures, toxic CompanyCulture and poor leadership.
Why you need to keep caring for your caregivers
We explore how your organization can best support this important employee group in the Future of Work and more.
Making inclusive changes for meaningful impact
Vikki Walton shares how to help advance your efforts in addressing inclusivity gaps and more.
Using benefits as an expression of company values, and to mitigate people risk is becoming more important as life becomes more complex, chaotic and digital. Responding to moments that matter, taking a stand on societal issues and building trust via stepping-stones to a more digital health future – we’re seeing employers more actively managing their benefit strategies as they reset for relevance.
Balancing your human and digital healthcare delivery
Do you know how to balance human and digital health delivery in your benefits plan for the best outcome? C.J. Gordon shares how in this short video.
How can you bring resilience for a ‘continuous crisis’ era?
Employees’ mental wellbeing is affected by social and economic crises – and we’ve seen the last few years take a heavy toll.
How can you intensify your impact on societal issues?
Employees want their employer to be authentic and active about the causes they care about. Employers have a clear opportunity to reinforce their corporate values and take a stance on social issues through the benefits that they offer.
Advancing employee health is a critical component of the “Social” in the Environmental, Social and Governance (ESG) framework. For employers to be part of the solution, they need to address the physical, financial and emotional needs of their workforce.
Consider health equity issues and health risks in your workforce by focusing on the unwell, lower income and part-time workers within your employee populations, as well as mental health.
Addressing the health and risk protection gaps of your workforce
Address health and risk protection gaps. Dr Nimitha Menon shares how to identify and address the health and risk protection gaps faced by your workforce.
Mitigating risk for your unwell employees
Employees who describe themselves as physically or mentally unwell are among the most vulnerable groups at work.
Designing your benefits for emotional wellbeing
Benefits for emotional wellbeing build employees’ mental resilience, support their life beyond work and protect against burnout.
