Family benefits are more important than ever
HR leaders are firm in their commitment to supporting family building in the workplace, especially as it relates to talent acquisition and DE&I efforts.
say family benefits are just as, if not more, important during times of uncertainty
plan to maintain or increase their spend on family benefits
say they are keeping the same or increasing the number of family benefits offered
Focus on the outcomes first
Rather than thinking about short-term cost reductions, HR leaders are thinking long-term about healthcare costs, and especially the rising costs associated with labor, delivery, and childcare.
of HR leaders say clinical outcomes is the top priority for a family benefits program, while ROI ranked sixth among other choices.
“We aim to provide more comprehensive support for reproductive health in general.”
Chief People and Operations Officer of a background check solution
VP of People at a venture capital firm
“My goal is to have happy, healthy, high-performing teams. If I take care of the ‘happy and healthy’, I know my employees will take care of the ‘high performing.”
Comprehensive benefits provide a better employee experience
of HR leaders say they’re planning to expand their fertility coverage through reimbursements, insurance, or enhanced support.
say they were adding support for menopause, which impacts more than 27 million working women each year.
say they increased support for parenting and pediatrics, and another 20% added maternity support.
say they plan to add or expand mental health services as a part of their family benefits package.