Navigating the paradigm shift in employee benefits requires a holistic approach that includes global-scale hyper-personalisation, integration of inclusivity and diversity, and the promotion of autonomy and agility.
Speaking at the Benefit Expert summit Ella Vize head of academy and learning programmes at AllBright discussed cutting-edge benefits trends that are helping to address gender dispraise, the role of benefits in resining women and nurturing their advancement as well as how L&D programmes can empower all employees and contribute to gender equality.
Vize said: “Organisations are approaching benefits through a very inclusive and intersectional lens and so much of that is being driven by the demands of increasing intergenerational workforce.”
“What we are seeing and hearing is the demand and expectations of women and that gender-focused approach to how you develop and scale a competitive benefits package is something that we’ll see grow on a global level”
According to research from AllBright, only 6% of women believe that their workplace benefits package is in sync with their requirements, expectations, and career objectives.
Vize said there’s a paradigm shift in employee benefits, emphasising a more holistic approach that encompasses employees as a whole. This shift involves hyper-personalisation on a global scale, integration of inclusivity and diversity, and the promotion of autonomy and agility, all aligned with business goals.
Vize highlighted the concept of empowerment through personalised learning, emphasising the significant role it plays in fostering employee growth. The approach focuses on the individual, tapping into their unique potential to optimise feelings of belonging and self-worth. Additionally, Vize underscores the importance of encouraging individual authenticity as an integral aspect of the learning journey.
Furthermore, self-selected Learning and Development (L&D) benefits are emphasised as a key strategy to empower individuals, allowing them to take ownership of their professional development.
Vize examined the effects on engagement and retention, acknowledging the diverse needs of employees and emphasizing that different genders have distinct requirements. She underscored that it’s not a competition but rather calls for enhanced personalization and engagement.
She emphasised data indicating that 80% of roles, where women are overrepresented, face potential impacts from AI, stressing that technology poses both challenges and solutions.
Vize provided practical insights for implementing effective strategies. She recommends actively engaging the workforce by asking for and appreciating feedback and identifying and then including any voices that might be absent.
Vize also said it’s important to promote self-reflection and experimentation while also making sure the system is easily accessible and cultivating a feedback culture. She suggests taking cues from marketing principles, which treat employees like consumers and leaders are advised to set a good example and share best practices.
Vize recommends presenting self-selected learning as an advantageous benefit that motivates staff members to take charge of their education. Vize highlights how crucial it is to clearly define the purpose of self-selected learning, highlight its advantages, and show how it advances both corporate and personal objectives.
According to Vize, the results would include enhanced leadership development at every level, the cultivation of a culture of inclusivity and empowerment, closer cohesion between people functions and business outcomes, and a more invested, motivated workforce.