Eventbrite’s expansive approach to health and wellbeing benefits
Our CEO, Julia Hartz, is a huge advocate for wellbeing. We have many programmes designed to close any gaps in the physical and mental wellbeing of our employees, especially because a lot of our workforce work from home permanently.
We have very comprehensive medical plans, covering preventative healthcare, telemedicine, dental, vision, medications, among other services. I often redesign plans to fit our workforce, and, if an area is not being used sufficiently, I will remove it. Different countries have different healthcare challenges, and we need to remember inclusivity.
Improving representation
Diversity, equity & inclusion (DEI) is a big part of Eventbrite, reflected in our different employee groups, and we have publicly available targets. We want to improve the representation of women in tech and other underrepresented groups. Our health and wellbeing benefits reflect this. For example, we have fertility programmes for same-sex couples, with up to $30,000 of cover provided.
We’re also conscious of the balance between ensuring that benefits are rolled out inclusively to everyone, while recognising that we want our benefits to be equitable. It’s crucial that we address the inequity that exists between different groups, while remaining inclusive. This requires a lot of discussion with different groups, while remembering our own biases.
Even though we have a young workforce, with an average age of 30, we also recognise the growing need to support carers. We offer a service of caring support for employees if they have someone they need to take care of, whether a child or an adult. And we go beyond statutory leave for caring purposes.
Well-rounded offering
This comes in conjunction with our mental health and financial health offering. What support do carers need for their mental health, and what support do they need for financial planning? We have quite a well-rounded offering right now.
Our life expectancies are increasing, and many of us are bound to become caregivers at some point. Traditionally, companies have thought about benefits for parents, but I think we will see an increase in the kinds of benefits offered for carers. As a profession, we need to be more proactive when we can see the trends coming.
