Meeting global challenges with better family healthcare
Layoffs across the tech industry, the lasting effects of the COVID-19 pandemic, and the overturning of Roe vs. Wade have challenged employees and employers alike. With tightening budgets and prevailing uncertainty, how can tech companies take a people-first approach to their benefits decisions?
We surveyed HR leaders and full-time employees to discover how they’re using family benefits to navigate the uncertainty and challenges of 2023 and beyond.
Deploying a comprehensive approach to family care
Outside of the impacts of the Dobbs case, escalating global economic uncertainty continues to be top of mind for tech companies as they make their benefits decisions. Despite keeping a closer eye on budgets, most employers say they’re adding benefits in the next two to three years.
Uncertainty and change create opportunities
Increased restrictions on reproductive healthcare posed new challenges for tech employees in 2022. They’ll continue to have broad-reaching implications for employers, affecting employee productivity and attrition and leading to inequitable access to care.
65%
of tech employees feel more anxious due to the overturning of Roe vs. Wade and the current economic climate.
68%
of tech employees say that the Supreme Court’s ruling has factored into their plans for starting and raising their families.
“The lines between ‘home’ and ‘work’ are increasingly blurred and the best employers are ranking family-friendly benefits as an essential component of their value proposition. Medallia’s family-friendly benefits are integral to our efforts to create a more diverse and inclusive culture.”
EVP and Chief People Officer
01
Maternity and postpartum care
03
Fertility and family-building support
02
Parenting and pediatric support
04
Reproductive healthcare, including menopause
