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Conozca las preocupaciones y prioridades de sus empleados; cómo estimularlos, comprometerlos y cuidarlos de la forma más adecuada, inspirando a toda su organización a crecer.
Para comprender mejor cómo están cambiando las necesidades y las actitudes la de los diferentes grupos de empleados, hemos recabado la opinión de más de 17.000 empleados de diferentes sectores y niveles. Nuestro análisis ofrece una visión única del valor que los empleados otorgan a los beneficios ofrecidos por la empresa y demuestra el poder de un enfoque de cuidado al empleado.
Health on Demand 2023 - Video transcript
Employees’ lives are changing so fast that many struggle to keep up.
Employers are having to reassess how to meet the needs of their employees; re-evaluating the value of the benefits they provide, the technology to use, and how to address key risks.
We wanted to help our clients better understand the shifting priorities of different groups within their workforce, so we sought opinion from over 17,000 employees. We explored the experiences and needs of caregivers, those lower-paid, part-time and unwell, minority groups, women, and across generations - Baby Boomers, Gen X, Millennials and Gen Z.
Our analysis offers unique insight into the value employees place on employer-provided benefits, and demonstrates the power of a care-first approach.
Our report is called ‘Health On Demand’ and will help you understand the lives and priorities of your workforce; how to energize, reassure and care for them in the most relevant ways and inspire your entire organization to thrive.
Go ahead, download your copy now.
Las organizaciones tienen el poder de satisfacer las brechas de atención sanitaria para que todos los empleados prosperen.
Obtenga más información en el informe global Health on Demand 2023 de Mercer Marsh Benefits
Utilizar los beneficios como una expresión de los valores de la empresa será más importante a medida que el entorno se vuelva más complejo
Obtenga una visión detallada de los beneficios que ayudarán a sus empleados y negocios a ser exitosos.
Descubra un resumen de las principales conclusiones de la investigación de este año.
La vida de los empleados se ha vuelto más compleja. Los desafíos físicos, sociales, emocionales y financieros de los últimos años se han visto exacerbados por un período de policrisis que ha abarcado guerras, desastres ambientales, agitación política y un nivel de inflación que ha afectado el acceso a las necesidades básicas.
Las organizaciones han tenido que reevaluar la relevancia y el valor de sus beneficios y están buscando formas nuevas y creativas de hacer crecer su negocio y su talento.
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Beneficios para todos |
Diferentes grupos de empleados, como por ejemplo la Generación Z, los cuidadores y las mujeres, tienen diferentes prioridades que cambian con el tiempo. Las empresas que conocen mejor las diferentes necesidades y preferencias de sus empleados pueden concentrarse en ofrecer beneficios significativos para todos.
Introduzca a la Generación Z en su plan de beneficios
Introduce Gen Z into your benefits mindset - Video transcript
Now is the time to introduce Gen Z into your benefits mindset
Gen Z, those aged 18 to 25, have just entered the workforce, with many in demand skills, but they also have unique needs and expectations that differ from previous generations[
Gen Z are the most likely generation to say they are thriving within their roles, but that enthusiasm comes at a cost: almost all of Gen Z said they are at risk of burnout from factors like work pressures, toxic culture and poor leadership. They’re also more comfortable asking for mental health support than other age groups. Employers can help Gen Z continue to thrive for the long term, by making their needs part of your benefits mindset.
Read Health on Demand and learn how to support Gen Z to help set them up for success. [Voice and graphic]
Siga cuidando a los cuidadores
Keep caring for caregivers - Video transcript
Why you need to keep caring for your caregivers
Caregiving is part of the fabric of life, with many employees having caregiving responsibilities for children, parents, family members or friends.
But we’re seeing that caregivers live with higher levels of stress in everyday life than non-caregivers, are more likely to work when physically or mentally unwell, and are twice as likely to struggle financially with medical expenses. Despite these challenges, caregivers value the support of their employer, and are more likely to say their employer cares about their health and wellbeing than non-caregivers. Many say they are thriving in their current role, giving employers a well-timed opportunity to support caregivers’ ongoing challenges and build on this group’s trust in the workplace.
Are you caring for your caregivers? Download our Health on Demand report now. [Voice and graphic]
Realice cambios inclusivos para lograr un impacto significativo
Make inclusive changes for meaningful impact - Video transcript
Making inclusive changes for meaningful impact
As workforces become more diverse, healthcare benefits design needs to keep pace for benefits to be valued. Understanding the needs of all employees including, LGBTQ+, ethnic minorities, women and many others who continue to experience health inequities and benefit gaps is key. This is reflected in how well these employees feel they are cared for at work, and whether they feel they are thriving. For example, universal women’s health issues include maternal and reproductive health. Tackling many of these issues benefits everyone, not just women. Get to know your employees and ask them what is important to their health and how they would like to access benefits. To make sure your healthcare benefits have the biggest possible impact, design for inclusivity and help ensure that everyone feels supported through their benefits.
Advance your efforts in addressing inclusivity gaps. Read our Health on Demand report today. [Voice and graphic]
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Beneficios para un mundo que cambia rápidamente |
Usar los beneficios como una expresión de los valores de la empresa y para mitigar el riesgo de las personas es cada vez más importante a medida que el entorno se vuelve más complejo, caótico y digital. Las organizaciones deben responder a los momentos que importan, adoptar una posición sobre los problemas sociales y generar confianza trabajando hacia un futuro sanitario más digital. Estamos viendo que las organizaciones gestionan de manera más activa sus estrategias de beneficios a medida que se reajustan para ser más relevantes.
Aporte resiliencia para una era de “crisis continua”
Bring resilience for a “continuous crisis” era - Video transcript
How can you bring resilience for a ‘continuous crisis’ era?
Employees’ mental wellbeing is affected by social and economic crises – and we’ve seen the last few years take a heavy toll. Around half of all employees globally say they are worried about economic downturns, pandemics or health crises, as well as war and violence. Some groups of employees are worried by additional factors that affect their lives – for example, in some places ethnic minorities are more likely to be worried about violent crime than non-minorities. It is inevitable that employee concerns will impact their well-being and work performance. Listen to your workforce to find out what’s worrying them in this polycrisis era and help them become confident about their future.
Read our Health on Demand research for creative ways to bring resilience to your workforce. [Voice and graphic]
Intensifique su impacto en los problemas sociales
Intensify your impact on societal issues - Video transcript
How can you intensify your impact on societal issues?
While global crises may not be under the control of employers, workers want their employers to act as agents of change to help address societal issues. Paying living wages, women’s health issues, social justice and equity are all major priorities for over half of employees, as are the interests of differently abled individuals. But this is about more than a few statements on social media. Employees want their employer to be authentic and active about the causes they care about.
Employers have a clear opportunity to reinforce their corporate values and take a stance on social issues through the benefits that they offer. Are you ready to align your benefits and values?
Download our Health on Demand research to intensify your impact. [Voice and graphic]
Equilibre la prestación de salud humana y digital
Balance human and digital health delivery - Video transcript
Balancing your human and digital healthcare delivery
Imagine a future where everyday technology helps to deliver healthcare digitally, in our own homes. That’s an attractive prospect for over two-thirds of employees. But when it comes to a serious condition, you can’t replace the value of a trusted human healthcare professional. Digital tools such as apps to self-manage health and find medical care can already help employees – but less than a third say their employer offers them. Over half of employees say they trust their employer to offer high-quality, health solutions, which is a great basis for combining the best of digital and in-person support through the workplace. And while digital innovation continues at pace and certainly has its place, people still value human connection when it comes to their care.
How can you balance human and digital health delivery in your benefit plan for the best outcome?
Read our latest Health on Demand research to learn how. [Voice and graphic]
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Beneficios para sociedades más saludables |
Tenga en cuenta los problemas de equidad sanitaria y los riesgos para la salud en su plantilla, centrándose en los trabajadores enfermos, con ingresos más bajos y los trabajadores a tiempo parcial, así como en la salud mental. La mejora en la salud de los empleados es un componente fundamental para "poner la S en ESG", y es especialmente importante para las generaciones más jóvenes que se incorporan al mercado laboral.
Mitigar el riesgo para los enfermos
Mitigate risk for the unwell - Video transcript
Mitigating risk for your unwell employees
Employees who describe themselves as physically or mentally unwell are among the most vulnerable groups at work. Although physical or mental health problems are temporary conditions for many people, for others they are long lasting or permanent, and can affect their experiences of work and wider life. Conditions like diabetes, cancer, and hypertension require comprehensive strategies encompassing prevention, diagnosis, treatment and workplace supports.
Employers can help by identifying gaps in cover and shortfalls in benefit provision where it is needed most. Mitigate risk for the unwell in your workforce.
Learn how in our Health on Demand global report. [Voice and graphic]
Subsanar las deficiencias sanitarias y protección contra riesgos
Address health and risk protection gaps - Video transcript
Addressing the health and risk protection gaps of your workforce
Effective healthcare benefits can help employees stay well, recover from illness, protect their families and thrive at work. But only around half of employees globally say the benefits they receive meet their needs, and almost a quarter don’t have access to any employer-sponsored benefits at all. This is especially acute for particular groups such as low-paid workers where a small portion have access to mental health or disability income protection coverage. Self-employed gig workers are even more poorly supported, with many receiving no benefits at all. By addressing these protection gaps, employers have the chance to unlock the potential of healthier employees across the whole of their workforce.
Identify and address the health and risk protection gaps faced by your workforce.
Read our Health on Demand research to learn more. [Voice and graphic]
Diseño para el bienestar emocional
Design for emotional well-being - Video transcript
Designing your benefits for emotional wellbeing
Benefits for emotional wellbeing build employees’ mental resilience, support their life beyond work and protect against burnout. However, there is a gap between the mental health benefits that employees want and what’s offered by employers - and taboos still surround mental health at work. Only around half of employees say they would feel comfortable telling a manager or colleagues that they see a therapist or take medicine for a mental health issue. Employers have the opportunity to offer mental health training to all levels of leadership, identify workplace stressors and create a mental health plan that covers prevention and treatment across their whole workforce.
Consider designing your benefits to foster emotional well-being in the workplace and for your employees overall lives.
Read our latest research Health on Demand for insights and actions. [Voice and graphic]
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