Since the onset of the COVID-19 pandemic, there is growing pressure on companies to develop a cohesive and inclusive benefits strategy to unify the support offered to working families, one that offers end-to-end solutions that drive organizational health and improved work outcomes.
Cleo teamed up with Harvard Business Review Analytic Services to create a comprehensive report on benefits strategies for forward-thinking leaders as they create inclusive, family-first workplaces.
This decade will mark a strategic shift in how employers address the needs of working families, with companies offering more comprehensive and inclusive services. The result will be improving health, wellness, retention, productivity, and DEI outcomes.
The report, Redefining Benefits Strategies for a Family-First Workforce, explores the disruptions and rapid shifts of the past several years, and how a more cohesive program of benefits for working families can help an organization meet its employee engagement and retention goals. It discusses the options senior executives must consider in measuring the value of family-supporting benefit programs, and looks at steps companies can take to increase their utilization.
“It used to be you needed to offer a health plan. Now you need to offer family-friendly benefit plans.”
Becky Bailey, Senior Director of Global Benefits and Wellbeing, ServiceNow
Building an adaptive family-first program is a strategic opportunity for companies to move the needle on employees’ job satisfaction and loyalty. “A lot of people in tech, especially in our area, are younger people who either have families or are aspiring to have families,” says Rob Paczkowski, senior director of global benefits at San Jose, Calif.-based eBay Inc. “So, it’s extremely important just purely from a recruiting and retention standpoint to offer those benefits. When those folks feel taken care of, they tend to really do great work and be really engaged in the company.”