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10 Jan 2023
by Jennifer Gendron

3 questions to ask benefits providers about their global strategy

In embracing a global workforce, organisations must embrace benefits that span boundaries – and so must their suppliers

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Organisations have become inherently and irrevocably global. Even when a corporation has headquarters in one country, it often has full-time employees in another and satellite offices scattered across key markets.

Even more common for larger organisations is a truly global environment wherein decision-makers need to be able to engage, support and retain employees through a variety of benefit offerings, specialised by location, priority and need.

As well as health benefits, which may vary depending on country, citizenship and employment type, to attract and retain today’s workers, employers must also consider additional and holistic benefits that fill the gaps where healthcare benefits fall short.

To embrace a truly global workforce, here are three key questions to ask your benefits suppliers on their global strategy in 2023.

1. How do your benefit offerings meet my people’s needs, wherever they are?

In embracing a global workforce, we must embrace benefits that span boundaries, both physically and in accessibility. Modern benefit suppliers understand their offerings must be both digital and multifaceted in terms of the time, commitment and attention span they require. They must also take into consideration how people consume information and seek support. Do they prefer to seek help discreetly, or talk to someone?

For example, a forward-thinking benefit supplier offering an employee fitness solution may provide physical challenges that can be supplemented in the workplace, ie taking the stairs instead of the lift, etc. Ideally, their offering would also include short videos or guided audios available on a mobile phone and a social aspect where employees can come together for onsite activities or classes and engage and cheer one another on for reaching goals and milestones.

In mental health and wellbeing, a well-rounded solution would include not only accessible, digital care via an app, but also manager and leader training and organisational support for a successful roll-out in each locale.

By providing a holistic solution that covers employees from across the globe, across the organisation, and across diverse needs and life experiences, leaders can ensure everyone feels included, whether they work remotely or in the headquartered location.

2. How do your offerings help fill healthcare gaps?

While healthcare offerings typically vary by country, it is a sign of a prescient global benefits provider to anticipate localised gaps in care and supply solutions so that employees around the globe receive comparable and comprehensive care. Worldwide, employee mental health and wellbeing suppliers in particular should be offering services that include digital, customisable and accessible help to reduce mental health stigma and increase accessibility.

Using modern technology, employers can extend the reach of baseline mental healthcare services, such as employee assistance programmes and traditional talk therapy, and cover more of their employees across a wider range of mental health.

3. How do your solutions incorporate inclusion?

Are your vendor partners global? Have they considered a language and localisation roadmap for their solutions and services?

A true global partner also has an understanding of data security and privacy across the globe, makes its content free of bias and accessible to all and has presence in multiple regions. Diversity, equity and inclusion (DEI) is part of most organisations’ strategies because it’s imperative from a human perspective and also pays dividends for your business; diverse thinking and differing perspectives often lead to more successful and innovative organisations.

For maximum positive impact on employee wellbeing, organisations should consider their entire workforce – part-time and offsite workers – not just full-time in-office teams when selecting services and service providers. Benefits solutions must address people’s unique circumstances and life experiences with a variety of approaches and tools so that everyone has access to the support they need.

Find out what HR managers and business leaders consider to be the most important mental wellbeing trends in 2023. Read the executive summary for our 2023 Mental Wellbeing Trends Report to learn more about what your peers value most when it comes to mental wellbeing in the new year and how upcoming trends may affect employee expectations.

In partnership with Koa Health

At Koa Health, we believe digital mental health solutions are the answer to mental health issues.

Contact us today