A how-to guide and self-assessment tool.
If the last two years have taught us anything it’s that now, more than ever the lines between work and life are blurry. Gone are the days of aiming for work/life balance and here are the days of work and life integration.
The talent market is hot and employees are looking to join organizations that allow them to contribute and have an impact in their roles while still being able to contribute and play an active role at home. That’s where family benefits come in.
Until now, family benefits were seen as keeping up with legislative requirements for leave, pay, and job security. In 2022, organizations around the globe are recognizing the impact a mature, aligned, and competitive family benefits package can have on their bottom line, their attraction, and retention, and the overall wellbeing of their people.
What do you need to know?
We’ve done the research, so you don’t have to.
Family Benefits are an expectation
658% increase in CEOs talking about issues of equity, fairness, and inclusion since 2018.
76% of employees and job seekers say a diverse workforce is important when evaluating companies and job offers.
2021 McKinsey research found parents were more likely to have left their jobs than non-parent colleagues.
Parents cited caring for family in their top 5 reasons for leaving their job.
Managers account for a 70% variance in employee engagement and experience.
Leveraging technology to strengthen the employee-to-manager relationship is key. Companies with well-integrated tech experience 47% less attrition.
What do you need to do? Understand and benchmark your current state.