Meeting global challenges with better family healthcare
Layoffs across the tech industry, the lasting effects of the COVID-19 pandemic, and the overturning of Roe vs. Wade have challenged employees and employers alike. With tightening budgets and prevailing uncertainty, how can tech companies take a people-first approach to their benefits decisions?
We surveyed HR leaders and full-time employees to discover how they’re using family benefits to navigate the uncertainty and challenges of 2023 and beyond.
Deploying a comprehensive approach to family care
Outside of the impacts of the Dobbs case, escalating global economic uncertainty continues to be top of mind for tech companies as they make their benefits decisions. Despite keeping a closer eye on budgets, most employers say they’re adding benefits in the next two to three years.
Uncertainty and change create opportunities
Increased restrictions on reproductive healthcare posed new challenges for tech employees in 2022. They’ll continue to have broad-reaching implications for employers, affecting employee productivity and attrition and leading to inequitable access to care.
65%
des employés du secteur technologique Je me sens plus anxieuse en raison de l'annulation de l'arrêt Roe vs. Wade et du contexte économique actuel.
68%
des employés du secteur technologique Ils affirment que la décision de la Cour suprême a influencé leurs projets de fonder et d'élever leurs familles.
« La frontière entre vie privée et vie professionnelle est de plus en plus floue, et les meilleurs employeurs considèrent les avantages sociaux favorables à la famille comme un élément essentiel de leur proposition de valeur. Chez Medallia, ces avantages font partie intégrante de nos efforts pour créer une culture plus diversifiée et inclusive. »
vice-président exécutif et directeur des ressources humaines
01
Maternity and postpartum care
03
Fertility and family-building support
02
Parenting and pediatric support
04
Reproductive healthcare, including menopause
