2023 is the year of
family benefits
2023 is shaping up to be a pivotal year for tech companies of all sizes and stages. While the economic downturn forces HR teams everywhere to make tough calls on budgets, benefits, and even headcounts, the market for talent is still as hot as ever.
Family benefits are more important than ever
HR leaders are firm in their commitment to supporting family building in the workplace, especially as it relates to talent acquisition and DE&I efforts.
95%
des employeurs du secteur technologique ils affirment que les avantages sociaux familiaux sont extrêmement importants pour les employés potentiels et actuels.
Focus on the outcomes first
Rather than thinking about short-term cost reductions, HR leaders are thinking long-term about healthcare costs, and especially the rising costs associated with labor, delivery, and childcare.
25%
Selon les responsables RH, les résultats cliniques constituent la priorité absolue d'un programme d'avantages sociaux pour les familles, tandis que le retour sur investissement se classe sixième parmi les autres options.
Malgré le ralentissement économique, nos principales priorités sont d'apporter un soutien accru aux nouveaux parents, d'augmenter nos investissements dans les prestations de fertilité et d'adoption, et de rechercher des moyens de mieux soutenir les personnes qui prennent soin des enfants.
Directrice des ressources humaines et des opérations d'une entreprise leader dans le domaine des technologies de vérification des antécédents
Directeur des ressources humaines et des opérations d'une solution de vérification des antécédents
Notre objectif est d'offrir un soutien plus complet en matière de santé reproductive en général.
Comprehensive benefits provide a better employee experience
33%
of HR leaders say they’re planning to expand their fertility coverage through reimbursements, insurance, or enhanced support
14%
say they were adding support for menopause, which impacts more than 27 million working women each year
20%
say they increased support for parenting and pediatrics, and another 20% added maternity support
36%
say they plan to add or expand mental health services as a part of their family benefits package
80% of respondents said they only work with one to three family benefits vendors, suggesting a desire to consolidate towards more comprehensive solutions.
"ROI on benefits, especially family health benefits, doesn’t happen immediately. If your company is in the position to provide more help, you will see the results down the line."
VP of People at a venture capital firm
