Close the gaps: Smarter Benefits for a Stronger Workforce 

Mental health continues to drive people risk

• 1 in 4 women say they have a mental health condition (vs. 1 in 10 men).
• 53% of men feel stressed most days at work compared to 41% of women.
• 1 in 2 Millennial men are extremely or very concerned about cognitive decline and loneliness – linked issues.

Older workers are vital

• 64% of employees want employers to support the interests and equity of older workers.
• Only 1 in 4 Millennials are not looking for a new job compared to a third of Gen Z and Gen X. Boomers are most stable with only 54% not looking for new jobs. 

Personal safety risks emerge as a gap

• Half of Gen Z men are concerned about personal safety compared to 44% of men overall.

• Economic headwinds and productivity concerns mean that every dollar spent on total rewards needs to be solid, defensible and valued by employees.

Drug plans are valued by all generations

• Drug insurance ranked 3rd most valued benefit behind alternative work schedules and remote/hybrid working. Including evidence-based formularies can ensure drug plan sustainability.

Differences in needs vary

• 35% of women report having a disability or health condition vs. 24% of men.
• But fewer women (60%) report benefits meeting their needs vs. men (64%).
• Millennials are most concerned about cognitive decline (49%) vs. 46% overall.
• 80% of the Boomer generation consider themselves mentally and physically well vs. 67% for Millennials and 66% for Gen X.

• 51% of employees feel stressed in everyday life, 47% feel stressed at work most days with over 1/3 stressed in both.

Strong and engaging communications enhance your employee value proposition

• There is a 48% gap in employees feeling cared for (75%) vs not feeling cared for (27%) simply based on the quality of their benefits communication.
• 50% of employees trust their employer to provide access to quality healthcare when communications are engaging vs. 22% when communication is not. 

Personalized benefits enhance confidence of employer support and appreciation of benefits 

• 73% of employees who can personalize benefits consider their benefits competitive or better than their industry vs. 34% when they cannot personalize benefits.