![]() ![]() ![]() It’s not uncommon for women to be in the workforce through many of these life stages, so employers should consider ways to support them beyond maternity leave.Įmployers who want to promote diversity, equity and inclusion (DEI) within their workforce should ensure their benefits mirror that.įor instance, 20% of the Generation Z population identifies as LGBTQ+. It’s important for them to remain supported after menopause with access to screenings for bone density and pelvic exams to proactively identify any changes. Postmenopausal women may be at increased risk for certain health conditions like cardiovascular disease, osteoporosis and urinary track infections. 1įor instance, the Fertility Solutions Plus benefit offered through Maven includes virtual preconception resources and support from experienced fertility nurses to help employees learn about available treatment options and find specialists. A recent survey found that 37% of employers offer one or more of these type of benefits. It’s becoming more common to see health plans that expand the concept of women’s health beyond maternity leave, from preconception family planning through post-menopausal care. In fact, 86% of women listed health insurance as one of the top 2 benefits they look for when considering a new job. While the demand for lifestyle benefits grows, employers have the opportunity to be more competitive when seeking to attract talent.Įmployers are also starting to understand that maternity leave is no longer enough when it comes to supporting the unique needs of women. 8 And as they are employee-paid, they have the potential to add perceived value with minimum impact to an employer’s bottom line. Employers are increasingly aware of the importance of adding these as part of their overall employee benefit package. Voluntary or employee-paid benefits, such as legal assistance, pet insurance and identity theft protection, are benefits employers can offer at a cost so employees can customize their benefits to their individual situation. 7 That financial uncertainty can cause stress and anxiety among employees, which is why employers may want to consider adding financial support to their benefits plan. adults are considered financially illiterate about basic financial concepts. It may be surprising to see financial advising or planning services listed as a family-friendly benefit, but a recent survey by Milken Institute found that 57% of U.S. 4 After all, providing access to the care and wellness resources employees need could go a long way to ensure a healthier and more productive workforce. 3Īnd, with employee-driven turnover expected to reach 20% in 2023, employers that expand their benefit offerings may be more successful at retaining talent. 2 A recent report found that 87% of employees believe their employers need to reevaluate benefits to reflect this shift and offer options that address more current preferences. Plus, employee stress and burnout are higher now than they were pre-pandemic, making expanded and more customizable behavioral health, medical care and wellness programs a priority. As a result, 70% of large employers and 50% of small employers indicated they were planning to enhance their benefit packages in 2023. The last few years have shifted the way employees view their work-life balance, and that’s led to mounting pressure on employers to think beyond traditional benefits when developing benefit packages. ![]()
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