Report Health on Demand 2023

Benefit per tutti. Il segreto per avere dipendenti felici e un’azienda prospera.

Analizza le necessità e le priorità dei dipendenti e scopri come infondere energia, rassicurare i dipendenti e fornire le soluzioni più utili alle loro esigenze con strategie che accrescano il benessere dell’intera azienda.

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Benefit per tutti. Benefit per un mondo in rapida evoluzione. Benefit per società più sane.

Per aiutarti a capire meglio le nuove priorità delle diverse popolazioni aziendali, quest’anno abbiamo raccolto l’opinione di oltre 17.000 dipendenti che lavorano in diversi settori e appartengono a diverse categorie. La nostra analisi fornisce un punto di vista unico sul valore che attribuiscono i dipendenti ai benefit erogati dall’azienda e dimostra la forza di un modello che metta il welfare al primo posto.

La tua offerta di benefit è al passo con i tempi?

Employees lives are changing so fast that many struggle to keep up. To help employers better understand the shifting priorities of different groups within their workforce, we asked over 17,000 employees.

Our findings offer insight into the value employees place on employer provided benefits. They'll help you understand their lives and priorities, and the power of a care first approach to everyone thriving.

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Abbiamo voluto analizzare che cosa significa offrire benefit davvero in linea con le esigenze delle persone e in grado di forgiare società più sane perché affrontano i problemi principali della nostra epoca, per esempio l’impatto del cambiamento climatico sulla vita delle persone. Abbiamo scoperto che se vogliono favorire il benessere dei dipendenti, i datori di lavoro devono dimostrare di occuparsi di loro.

I datori di lavoro possono ridurre i gap nell’assistenza sanitaria e migliorare il benessere di tutti i dipendenti.

Tre tendenze chiave

Usare i benefit come un’espressione dei valori aziendali sarà ancora più essenziale in un mondo sempre più complesso.

Benefit per tutti

Per impostare strategie di welfare aziendale che rispondano ai bisogni di tutti occorre avere ben chiare le esigenze e le preferenze delle diverse popolazioni aziendali.

Benefit per un mondo in rapida evoluzione

Usare i benefit come un’espressione dei valori aziendali e ridurre i rischi per le persone sarà ancora più essenziale in un mondo sempre più complesso, caotico e digitale.

Benefit per società più sane

Migliorare la salute delle persone è una componente critica della “S di ESG”. Se i datori di lavoro vogliono fornire soluzioni alla società, devono saper rispondere ai bisogni sanitari, finanziari ed emotivi dei propri dipendenti.

Esplora i trend

Le complessità sono aumentate. Attraversiamo un periodo di policrisi che ha esacerbato i problemi sanitari, sociali, emotivi e finanziari dei dipendenti: la guerra, i disastri ambientali, le instabilità politiche, l’inflazione elevata hanno inciso fortemente sull’accesso ai servizi di base.

I datori di lavoro hanno dovuto considerare in maniera diversa la valenza e il valore dei benefit messi a disposizione e devono progettare nuove modalità creative per far prosperare l’azienda e valorizzare le sue professionalità.

1 Benefit per tutti
2 Benefit per un mondo in rapida evoluzione
3 Benefit per società più sane

Gruppi diversi di lavoratori, per esempio la Generazione Z, le donne o coloro che si prendono cura per esempio di un familiare non autosufficiente, hanno priorità diverse, che cambiano nel tempo. I datori di lavoro in grado di comprendere appieno le diverse esigenze e preferenze dei collaboratori possono fornire benefit davvero utili a tutti.

Now is the time to introduce Gen Zs into your benefits mindset. Gen Z, those aged between 18 to 25, just entered the workforce with many in-demand skills. But they also have a unique set of needs and expectations that differ from previous generations.

Gen Z are the most likely generation to say that they are thriving within their roles. But that enthusiasm does come at a cost. Almost all of Gen Z said that they are at risk of burnout from many factors such as work pressure, toxic culture, poor leadership. They're also more comfortable, though, asking for mental health support than any other age groups.

Employers can help Gen Zs 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 Zs to help set them up for success.

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Caregiving is part of the fabric of life. Many employees have caregiving responsibilities for children, carers, family members, or friends. But we are 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 are 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 well-being than non-caregivers. Many say, they are thriving in their current role, giving employers a well-timed opportunity to support caregivers' ongoing challenges and to build on this group's trust in the workplace. Are you caring for your caregivers? Download our Health on Demand reports now.

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Making inclusive changes for meaningful impact. As workforces become more diverse, health care benefit designs 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 and equity and benefit gaps is key.

This is reflected in how well 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. And 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 health care benefits have the biggest 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.

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Usare i benefit come un’espressione dei valori aziendali e ridurre i rischi per le persone sarà ancora più essenziale in un mondo sempre più complesso, caotico e digitale. Esserci nei momenti che contano, prendere posizione sulle tematiche sociali, costruire un rapporto di fiducia ponendo le pietre miliari che orientino il cammino verso un futuro più digitale della salute è importante. I datori di lavoro che rifocalizzano le proprie strategie sui benefit sono naturalmente portati a gestirle in maniera più attiva.

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How can you bring resilience for a continuous crisis era? Employees' mental wellbeing is affected by social and economic crises, and we have 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 no 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 poly-crisis era and help them become confident about their future. Read our Health on Demand research for creative ways to bring resilience to your workforce.

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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 just 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.

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Balancing your human and digital health care delivery. Imagine a future where every day technology helps to deliver health care 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 health care professional.

Digital tools such as apps to self manage help and find medical care are already available to 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 health 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 outcomes? Read our latest Health on Demand research to learn how.

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Considera i temi legati all’equità dell’accesso alla salute e ai rischi sanitari del personale focalizzandoti sulle categorie a più basso reddito, con problemi di salute, sui lavoratori part-time e sulla salute psicologica. Migliorare la salute dei dipendenti è una componente essenziale per “dare senso alla S di ESG” e lo è soprattutto per le nuove generazioni che integrano la forza lavoro.

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.

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Addressing the health and risk protection gaps of your workforce. Effective health care benefits can help employees not only stay well and recover from illness but also to protect their families and thrive at work. But nearly, half of employees globally say the benefits that they receive meets 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 a chance to unlock the potential of healthier employees across the whole of their workforce. So identify and address the health and risk protection gaps faced by your workforce. Read our health on demand research to learn more.

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Benefits for emotional well-being 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 the 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.

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Report Health on Demand 2023

Benefit per tutti. Il segreto per avere dipendenti felici e un’azienda prospera.

Benefit per tutti. Benefit per un mondo in rapida evoluzione. Benefit per società più sane.

La tua offerta di benefit è al passo con i tempi?

Tre tendenze chiave

Benefit per tutti

Benefit per un mondo in rapida evoluzione

Benefit per società più sane

Esplora i trend

Benefits brokerage

Strategia e progettazione dei benefit per i dipendenti

Gestione globale dei benefit

People risk management

Health Trends MMB 2023

Report Employee benefits and technology trends

Scarica il report Health on Demand 2023

Report Health on Demand 2023

Benefit per tutti. Il segreto per avere dipendenti felici e un’azienda prospera.

Benefit per tutti. Benefit per un mondo in rapida evoluzione. Benefit per società più sane.

La tua offerta di benefit è al passo con i tempi?

Tre tendenze chiave

Benefit per tutti

Benefit per un mondo in rapida evoluzione

Benefit per società più sane

Scarica il report Health on Demand 2023

Health on demand infographic

Esplora i trend

1. Benefit per tutti

2. Benefit per un mondo in rapida evoluzione

3. Benefit per società più sane

Soluzioni correlate

Benefits brokerage

Strategia e progettazione dei benefit per i dipendenti

Gestione globale dei benefit

Insights correlati

People risk management

Health Trends MMB 2023

Report Employee benefits and technology trends

Scarica il report Health on Demand 2023