Our latest study of over 14,000 employees across the globe, of which over 1,000 were in Indonesia, looked at how employers can impact positively on the health of their people. Do you know which benefits matter most to your employees now? Do you know how to best support them in this challenging environment?
Employees in Indonesia who felt well-supported by employers were less likely (28%) to view their pandemic experience as mostly negative compared to employees who did not feel supported (60%). Hence, companies can modernize benefits and enhance physical, social, financial and emotional well-being support to boost engagement and resilience.
In Indonesia, employees who had access to ten or more well-being resources through their employer were 29 percentage points less likely to move to another employer, 22 percentage points more confident they can get the healthcare they need and 10 percentage points more energized than those offered no resources. Therefore, the more diverse health, risk protection and well-being resources you offer, the more loyal and productive your workforce will feel.
Nine out of ten Indonesian respondents intend to use digital well-being solutions, such as video calls to their doctor and well-being apps to help them find healthcare support and self-manage conditions. It is thus important to ensure benefit plans facilitate, cover and encourage virtual care if seamless access is not otherwise available. Increase the use of quality health and wellbeing resources and apps.
Two in five employees in Indonesia (37%) report feeling at least somewhat stressed every day. 56% of employees who have access to mental health benefits through their workplace said they are less likely to leave the company versus 39% of those without access. Businesses in Indonesia can support this aspect of their employees’ need by providing a comprehensive range of mental health supports to expand prevention and treatment, boost emotional health and reduce everyday stress levels.
Higher-earners are better able to access medical coverage, income protection and mental health counselling than lower-earners. Two in ten employees with incomes below the median (22%) said they were not confident they could access the healthcare they and their families needed. Hence, consider the needs of disadvantaged groups to ensure those most in need of support are eligible for and can access benefits. Ensure programs support all cohorts of employees, including people from different race or beliefs, women, LGBTQ+ individuals, and people with disabilities.