Health on Demand 2023 Benefits voor iedereen. Het geheim van gezonde werknemers en bloeiende bedrijven

Now is the time to introduce Gen Z into your benefits mindset

Gen Z, those aged 18 to 25, have just entered the workforce, with many in demand skills, but they also have unique needs and expectations that differ from previous generations^[

Gen Z are the most likely generation to say they are thriving within their roles, but that enthusiasm comes at a cost: almost all of Gen Z said they are at risk of burnout from factors like work pressures, toxic culture and poor leadership. They’re also more comfortable asking for mental health support than other age groups. Employers can help Gen Z continue to thrive for the long term, by making their needs part of your benefits mindset.

Read Health on Demand and learn how to support Gen Z to help set them up for success. [Voice and graphic]

Why you need to keep caring for your caregivers

Caregiving is part of the fabric of life, with many employees having caregiving responsibilities for children, parents, family members or friends. 

But we’re seeing that caregivers live with higher levels of stress in everyday life than non-caregivers, are more likely to work when physically or mentally unwell, and are twice as likely to struggle financially with medical expenses. Despite these challenges, caregivers value the support of their employer, and are more likely to say their employer cares about their health and wellbeing than non-caregivers. Many say they are thriving in their current role, giving employers a well-timed opportunity to support caregivers’ ongoing challenges and build on this group’s trust in the workplace.

Are you caring for your caregivers? Download our Health on Demand report now. [Voice and graphic]

Making inclusive changes for meaningful impact

As workforces become more diverse, healthcare benefits design needs to keep pace for benefits to be valued. Understanding the needs of all employees including, LGBTQ+, ethnic minorities, women and many others who continue to experience health inequities and benefit gaps is key. This is reflected in how well these employees feel they are cared for at work, and whether they feel they are thriving. For example, universal women’s health issues include maternal and reproductive health. Tackling many of these issues benefits everyone, not just women. Get to know your employees and ask them what is important to their health and how they would like to access benefits. To make sure your healthcare benefits have the biggest possible impact, design for inclusivity and help ensure that everyone feels supported through their benefits.

Advance your efforts in addressing inclusivity gaps. Read our Health on Demand report today. [Voice and graphic]

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. Around half of all employees globally say they are worried about economic downturns, pandemics or health crises, as well as war and violence. Some groups of employees are worried by additional factors that affect their lives – for example, in some places ethnic minorities are more likely to be worried about violent crime than non-minorities.  It is inevitable that employee concerns will impact their well-being and work performance. Listen to your workforce to find out what’s worrying them in this polycrisis era and help them become confident about their future.

Read our Health on Demand research for creative ways to bring resilience to your workforce. [Voice and graphic]

How can you intensify your impact on societal issues?

While global crises may not be under the control of employers, workers want their employers to act as agents of change to help address societal issues. Paying living wages, women’s health issues, social justice and equity are all major priorities for over half of employees, as are the interests of differently abled individuals. But this is about more than a few statements on social media. 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. Are you ready to align your benefits and values?

Download our Health on Demand research to intensify your impact. [Voice and graphic]

Balancing your human and digital healthcare delivery

Imagine a future where everyday technology helps to deliver healthcare digitally, in our own homes. That’s an attractive prospect for over two-thirds of employees. But when it comes to a serious condition, you can’t replace the value of a trusted human healthcare professional. Digital tools such as apps to self-manage health and find medical care can already help employees – but less than a third say their employer offers them. Over half of employees say they trust their employer to offer high-quality, health solutions, which is a great basis for combining the best of digital and in-person support through the workplace. And while digital innovation continues at pace and certainly has its place, people still value human connection when it comes to their care.

How can you balance human and digital health delivery in your benefit plan for the best outcome?

Read our latest Health on Demand research to learn how. [Voice and graphic]

Mitigating risk for your unwell employees

Employees who describe themselves as physically or mentally unwell are among the most vulnerable groups at work. Although physical or mental health problems are temporary conditions for many people, for others they are long lasting or permanent, and can affect their experiences of work and wider life. Conditions like diabetes, cancer, and hypertension require comprehensive strategies encompassing prevention, diagnosis, treatment and workplace supports.

Employers can help by identifying gaps in cover and shortfalls in benefit provision where it is needed most. Mitigate risk for the unwell in your workforce.

Learn how in our Health on Demand global report. [Voice and graphic]

Addressing the health and risk protection gaps of your workforce

Effective healthcare benefits can help employees stay well, recover from illness, protect their families and thrive at work. But only around half of employees globally say the benefits they receive meet their needs, and almost a quarter don’t have access to any employer-sponsored benefits at all.  This is especially acute for particular groups such as low-paid workers where a small portion have access to mental health or disability income protection coverage.  Self-employed gig workers are even more poorly supported, with many receiving no benefits at all. By addressing these protection gaps, employers have the chance to unlock the potential of healthier employees across the whole of their workforce.

Identify and address the health and risk protection gaps faced by your workforce.

Read our Health on Demand research to learn more. [Voice and graphic]

Designing your benefits for emotional wellbeing

Benefits for emotional wellbeing build employees’ mental resilience, support their life beyond work and protect against burnout. However, there is a gap between the mental health benefits that employees want and what’s offered by employers - and taboos still surround mental health at work.  Only around half of employees say they would feel comfortable telling a manager or colleagues that they see a therapist or take medicine for a mental health issue.  Employers have the opportunity to offer mental health training to all levels of leadership, identify workplace stressors and create a mental health plan that covers prevention and treatment across their whole workforce.

Consider designing your benefits to foster emotional well-being in the workplace and for your employees overall lives.

Read our latest research Health on Demand for insights and actions. [Voice and graphic]