Benefits Deck 1

Question 1

How can an employer know which offerings will resonate with their employees or potential employees?

Answer 1

IDENTIFY WHAT YOUR WORKFORCE OR FUTURE WORKFORCE VALUES
Analyze demographic data of your own workforce (or future workforce if it is changing) to understand prevalent needs.

Evaluate surveys, like Metlife’s 19th Annual U.S. Employee Benefits Trend Study, that allow you to break employee
interest down by age, gender, race/ethnicity, income, etc. to better understand what employees value.

Compare your current benefits offerings to this data to identify gaps or less visible benefits. Are there opportunities
to eliminate some benefits to reinvest in programs that better support your workforce? Is there a need to better
promote an existing benefit so employees remember it when they need it?

Of course, the most direct path to understanding what your workforce values … ask them! Your employees,
including new hires and candidates who declined your offer of employment, can provide a wealth of information.

Question 2

The pandemic emphasized the value of benefits such as:

Answer 2

Caregiver support, enhanced EAPs, and other mental
health support as well as flexible schedules and work site locations. Potential employees are likely to pay more
attention to whether a potential employer offers support in these areas.

Question 3

Newer Benefits from pandemic era:

Answer 3

These benefits may help address
an existing need (e.g., on-site child care, technology stipend), or provide an
unexpected perk (e.g., “pawternity” leave, company-provided meals).

Question 4

DE&I Benefits:

Answer 4

fertility, surrogacy and adoption benefits to support LBGTQ+
employees and transportation services to medical appointments to reduce
barriers to access.