Redefining wellness: Innovative employee healthcare programs for today's workforce

Innovative employee healthcare benefit programs encompass a range of holistic approaches aimed at improving healthcare delivery, outcomes, and access for your workforce. They can vary significantly but include mental health support, physical health initiatives, financial wellness programs, fertility and maternity care, and emotional health support.

Diversity, equity, and inclusion (DEI) play crucial roles in these programs, as they ensure that healthcare services meet the diverse needs of your staff and address disparities in healthcare access and outcomes. Inclusivity involves accounting for the needs of all individuals, regardless of factors like race, ethnicity, gender, sexual orientation, socioeconomic status, or ability. Diversity in healthcare benefits means offering a range of services and supports that reflect the varied needs and experiences of all employees.

When it comes to women's and family health benefits, innovative employee wellness programs often prioritize preventive health measures and care, reproductive health services, maternal and child health services, and support for family caregivers. These programs recognize the unique healthcare needs of employees throughout their lifespan, including pregnancy and childbirth, as well as the importance of supporting families in maintaining their health and wellbeing and fostering a good work-life balance.

While 85% of Human Resource leaders believe that personalized benefits are imperative and 95% of employers say they are currently taking at least one action to address health equity, 65% of full-time employees at large companies have faced at least one basic unmet need.

To close the gap between the wellness benefits organizations offer and the employee benefits the workforce needs, innovative employee benefits must take center stage. Here, we explore the importance of having a robust wellness program in the workplace, highlighting the benefits for businesses and their employees, and providing practical advice on how to implement an innovative healthcare benefits package successfully.

The importance of innovative employee benefits in the workplace

Employee assistance programs and other healthcare benefits are a crucial component of workplace culture and have the power to positively impact individual employees, the overall workforce, and your organization as a whole. However, for any employee wellness program to be effective, it needs to be woven into your business strategy while still evolving with trends, needs, and expectations.

The changing landscape of employee expectations

93% of employers say that their employees' expectations of their work experience are changing. While flexible work arrangements and pay are still important, mental health resources, DEI, and environmental, social, and governance responsibilities have increased in priority.

Further, the motivations, concerns, and needs of employee cohorts vary significantly. For example, historically Boomers have valued job security, but benefits such as menopause care and preventative screenings would contribute to positive health outcomes for this generation. This generation also values retirement planning support as they prepare to leave the labor force.

Gen Z wants comprehensive mental health benefits and a flexible work schedule. Millennials and Gen X represent the highest portion of working caregivers, with Millennials having the highest prevalence of depression, anxiety, and ADHD. They prioritize caregiving support, mental health benefits, and flexibility that will allow them to balance their responsibilities.

Acknowledging and understanding these differences between generations, and their changing circumstances as they move through their lives is paramount to creating employee wellness programs that provide employees with what they need most.

The competitive advantage of offering comprehensive healthcare programs

There are numerous benefits to focusing on health and wellness in the workplace above and beyond improving overall wellbeing. A supportive environment and a strong workplace culture of health are linked to elevated employee engagement and lower levels of employee stress and depression. In addition, healthcare and wellness programs can increase employee productivity by reducing absenteeism and presenteeism.

Another key advantage of offering health-oriented employee benefits is cost savings for your employees and your business. 79% of US-based employees are concerned or very concerned about the rising cost of healthcare. Millennials pay the highest average out-of-pocket bill, nearly double that of other generations, and 74% have canceled healthcare appointments due to the cost.

Further, while Boomers typically see lower copays and fewer unexpected medical expenses, many put off seeking healthcare until they are eligible for Medicare at the age of 65. Ultimately, this leads to delayed diagnoses and poorer health outcomes.

By promoting preventive care and early intervention, wellness programs can help mitigate more serious health issues down the line, reducing healthcare costs associated with chronic conditions or expensive medical treatments. For instance, 30% of Maven Fertility members achieve pregnancy without IVF or IUI.

At an organizational level, a robust employee health benefits program can result in 25% savings each on absenteeism, health care costs, and workers’ compensation and disability management claims costs. Moreover, partnering with specialized providers can further reduce costs. Companies who invest in Maven see 2 - 4x clinical and business savings.

The impact on employee retention and satisfaction

One in three employees would forego a raise for more benefits for themselves or their families. Better health insurance options would motivate 73% of employees to stay at their company, and 57% of employees have taken or might take a new job because another job offered better reproductive and family benefits.

From these insights alone, it's clear that employee benefits can help organizations to attract and retain top talent. More than this, however, they can also help improve employee satisfaction, boost employee morale, and contribute to personal and professional growth.

What makes a healthcare program 'innovative'?

An innovative healthcare program is characterized by its ability to creatively and proactively address existing challenges in healthcare delivery, improve outcomes, and adapt to changing needs and technologies. Key elements that contribute to making a healthcare program innovative include:

• Use of technology: Innovative healthcare programs often leverage technology to enhance access, efficiency, and quality of care.
• A patient-centered approach: These programs prioritize the needs and preferences of patients, focusing on delivering personalized, holistic care that considers each employee's physical, emotional, and social wellbeing.
• Integration and coordination of care: Innovative healthcare programs aim to break down silos between different healthcare providers and settings, promoting seamless coordination and communication.
• Preventative care and employee health management: Rather than just treating illness, innovative healthcare programs emphasize preventive care and population health management strategies.
• Data-driven decision-making: These programs harness the power of data analytics and insights to inform clinical decision-making, optimize resource allocation, and identify areas for improvement.
• Collaboration and partnerships: Innovative healthcare programs often involve collaboration between specialized providers, community organizations, government agencies, and other stakeholders to address complex health challenges comprehensively.

Beyond traditional healthcare: holistic and preventative approaches like preconception care

Health coverage is a common benefit offered to employees, with about 86% of private-sector employees receiving employer-sponsored health insurance. Innovative employee benefits, however, go beyond the basic employee perks with holistic and preventative approaches, allowing each employee to balance their professional and personal life, and their wellbeing to thrive. Examples of such programs include:

Preventive health screenings

Offering comprehensive health screenings for employees to identify risk factors for chronic diseases such as diabetes, hypertension, and cardiovascular disease.

Wellness coaching programs

Providing personalized coaching, wellness challenges and support that encourage employees to set and achieve health goals, including healthy eating and nutrition counseling, gym memberships, fitness classes, stress management, and sleep hygiene.

Maternity and paternity support programs

Support for expectant and new parents, including prenatal education, lactation consulting, and parental leave policies that support work-life balance.

Fertility benefits

Offering access to reproductive healthcare professionals, preconception counseling, and coverage for fertility treatments, including in vitro fertilization (IVF), fertility medications, and fertility preservation services to support employees' family planning goals.

Mental health benefits

Providing mental health resources such as counseling, therapy sessions, mental health apps, mental health days, and stress management workshops to support employees' emotional wellbeing.

The role of technology and digital health platforms

Virtual care is now a key component of meeting diverse employee needs. 32% of Gen Z and Millennial employees, 28% of Gen X employees and 22% of Boomers say that telemedicine benefits are very or extremely important to them. Moreover, 60% of employees say that access to virtual healthcare makes it easier for them to work in person.

Technology and digital health platforms are integral to providing innovative healthcare benefits for several reasons:

Accessibility

Digital health platforms make healthcare services more accessible to employees, regardless of their location, schedule or personal circumstances. Through mobile apps and online portals, employees can access healthcare resources and services conveniently from their smartphones or computers, reducing barriers to care.

Convenience

Digital health platforms offer convenient solutions such as virtual consultations, allowing employees to consult with healthcare providers without having to leave their homes or take time off work. This convenience encourages more proactive engagement in healthcare and facilitates timely access to preventive care.

Personalization

Technology enables the delivery of personalized healthcare experiences tailored to individual employee needs and preferences.

Cost-effectiveness

Digital health platforms can help employers reduce healthcare costs by promoting preventive care, early intervention, and chronic disease management.

Case studies: Successful implementations of innovative healthcare programs

Maven works with companies across every industry, helping them lead the way with innovative benefits that make an impact and improve outcomes. Their case studies highlight how focusing on employees' health promotes DEI and fuels business success.

Cozen O'Connor: Accessible fertility support

Cozen O'Connor employees faced confusion and stress regarding fertility treatment coverage. To simplify this, Cozen O'Connor implemented Maven Managed Benefit, offering personalized support and access to top clinics via Maven's app.

Since its introduction, 56% of their employees in the Fertility & Family Building program have signed up for financial support through Maven Managed Benefit. 70% of reimbursements have covered fertility treatments and 30% have covered egg freezing services.

Feedback has been extremely positive, with Maven receiving a near-perfect satisfaction score of 4.99 out of 5. This initiative has eased the emotional burden of the fertility journey for Cozen O'Connor employees while providing clarity and support.

Buzzfeed: Supporting parents returning to work

With tech and media seeing some of the highest turnover rates, BuzzFeed approached Maven looking for a way to improve employee retention and meet employee requests for family benefits. In just a year, the positive impact of implementing these benefits was apparent: 94% of new parents have returned to work at Buzzfeed compared to the national average of 57%. In addition:

• BuzzFeed employees have had more than 600 interactions with Maven doctors and specialists in our virtual clinic.
• BuzzFeeders give the Maven experience 5-out-of-5 stars through app ratings and feedback to HR.
• A third of interactions BuzzFeed employees have on Maven are between 6 pm and 8 am (outside of standard doctor’s office hours).

Women's and family health benefits: A closer look

Prioritizing women's and family health benefits is essential for promoting the wellbeing of employees and supporting their diverse needs throughout various life stages while also closing the gaps in healthcare experienced by women, historically marginalized communities, and LGBTQIA+ individuals.

Innovative women's and family health benefits encompass a range of services, including tailored family planning advice, comprehensive maternity and paternity support programs, fertility services such as counseling and treatments, and menopause educational initiatives and support resources.

By offering innovative solutions tailored to maternity, paternity, fertility, and menopause care, organizations can enhance employee satisfaction, retention, and productivity while fostering a culture of inclusivity and support. 96% of Maven's Fertility & Family Building members are more loyal to their employer. Further, the positive influence of women's and family health benefits comes with little financial impact: 97% of employers say they have not experienced a significant cost increase by offering infertility coverage.

Such benefits also improve health outcomes for employees. Maven members experience:

• Up to 20% lower C-section rates
• Up to 28% lower NICU admission rates
• Up to 31% reduction in unnecessary ER visits

How to evaluate and implement innovative employee healthcare programs

Evaluating and implementing innovative healthcare programs requires a strategic approach to ensure alignment with organizational goals and employee needs. By assessing your current offering, partnering with suitable providers, and establishing measurable success metrics, employers can effectively enhance employee wellbeing and drive positive outcomes.

Steps to assess the current state of healthcare benefits in your organization

Begin by conducting a comprehensive review of existing healthcare benefits, including coverage, utilization, and employee feedback. Analyze data on healthcare costs, employee demographics, and usage patterns to identify areas for improvement and opportunities for innovation. Conduct surveys or focus groups to gather qualitative insights into employee preferences and needs regarding healthcare benefits.

Partnering with the right healthcare providers and platforms

When selecting healthcare providers and platforms, prioritize those that offer holistic yet digitally forward solutions aligned with your organization's goals and values. Look for partners who specialize in areas of employee wellbeing such as reproductive health, maternity and newborn care, parenting and pediatrics, and menopause. Evaluate potential partners based on their track record, expertise, technology capabilities, and ability to customize solutions to meet the unique needs of your workforce.

Measuring success: KPIs and employee feedback

Define key performance indicators (KPIs) to track the effectiveness of your employee healthcare programs, such as healthcare cost savings, employee engagement, absenteeism rates, and health outcomes. Collect ongoing feedback from employees through surveys, focus groups, and regular communication channels to gauge satisfaction levels and identify areas for improvement. Use both quantitative data and qualitative feedback to continuously refine and optimize your healthcare programs to better meet the needs of your workforce.

The future of employee healthcare programs

Employee healthcare programs should increasingly prioritize mental health and holistic wellbeing, reflecting a growing recognition of their impact on overall employee health outcomes and productivity.

Companies must integrate innovative mental health solutions, financial wellness support, and women's and family health initiatives into their benefits packages to meet DEI and business goals.

To stay ahead, organizations need to adopt a proactive approach, leveraging the power of technology and utilizing data analytics to identify emerging health trends, improve accessibility, tailor benefits to employee needs, and foster a culture of wellbeing. Embracing digital health platforms will be key to attracting and retaining top talent, improving care, promoting health employees and driving business growth.

If you want to join the 2,000+ employers leading the transition from outdated healthcare to innovative employee programs, Maven is here to help you. As the most comprehensive platform of its kind, Maven supports members at every life stage, throughout every journey across fertility, maternity, parenting, pediatrics and menopause with tailored care, personalized resources and access to more than 30 specialists. To find out more, book a demo today.