Vaccination rates are climbing and employers are rolling out back-to-office, back-to-normal plans. But some employees may want a new normal — one that includes flexible scheduling and benefits that align with their needs and values.
“We are all, as human beings, more acutely aware of the world that we live in. That is absolutely spilling over into the workplace and impacting our expectations of what corporate citizenship looks like. Benefits are a part of that,” Illiano says.Pushing for change Health insurance, paid vacation and retirement tools should be the baseline, not the bar, for employer-provided benefits. Employees want benefits that meet their needs, not the needs of previous generations.
“Millennials more than any other generation in the workforce, they expect it,” she says. “If you’re designing a medical/leave program that’s inclusive, ask yourself: Is your paternity leave as long as your maternity leave? If not, why? Are you offering leave to just birth parents? What about domestic partners? Adoptive parents?”
If you don’t have compelling data to back you up, bring it back to your company’s mission and values statements. Get a seat at the table Does your company have a committee or resource group that advises the benefits team? If so, ask for a seat at the table. If not, suggest creating one and offer to recruit a diverse group of employees to participate.
“People’s relationship to work has changed. That’s going to create a competition for talent that is truly unique,” Illiano says, adding that employers need to “make sure they’re offering dynamic, competitive benefits that appeal to a more modern workforce.”
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