Canadian HR Reporter

16 www.hrreporter.com F E A T U R E S TODAY'S workforce is more diverse than ever, adding a new dimension to an already complex benefits universe. In fact, Canada's working population now spans five generations working side by side — each with unique viewpoints, experiences, ways of accessing and digesting information, health-care needs and expectations. As different generations use benefit plans in different ways, rethinking plan designs, in a cost-effective manner, is increasingly becoming top of mind. The focus? Flexible solutions, customizable approaches, inclusive of wellness strategies and choice. Let's compare two interest groups at opposite ends. Millennials and baby boomers illustrate generational differences — differences that are not limited to professional situations, but also include product needs, service- l e v e l e x p e c t at i o n s a n d d e l i v e r y methods. When we look at Medavie data for 2019 for millennials, the top five extended health benefits are: massage (23 per cent), physiotherapy (10 per cent), chiropractic (10 per cent), glasses (eight per cent) and psychology ( e i g h t p e r c e n t ) . A d d i t i o n a l l y, millennials may be more inclined to seek access to paramedical services, such as naturopathy, osteopathy and acupuncture. For baby boomers, the top five extended health benefits are: massage (15 per cent), physiotherapy (13 per cent), continuous positive air way pressure (CPAP) therapy for sleep apnea (nine per cent), glasses (nine per cent) and diabetes supplies (eight per cent). Data also tells us this generation Capitalizing on the advantages of digital health care: Virtual care is changing what is possible in health- care delivery by providing easier, faster access to expert care — any time, anywhere. Roughly 70 per cent of emergency room and clinic visits can be replaced by virtual consultations without any impact on quality of care, according to a 2013 study by Truven Health Analytics. Digital health platforms provide members with access, at preferred rates, to services such as online doctors, personalized medicine and digital therapy. Removing access barriers to care and supporting employees with mental health challenges: In the past decade, workplace mental health absences have increased substantially. Yet 60 per cent of Canadians struggling with mental health issues won't get the professional help they need because of barriers such as cost, inconvenience, stigma and access to qualified mental health professionals, according to a 2018 report from Statistics Canada. Wait times to see a psychiatrist can stretch to 59 weeks in many parts of Canada, according to a 2019 report from the Mental Health Commission of Canada; however, the demand for access to these professionals and their services has never been greater — especially among younger generations who are experiencing higher levels of anxiety, depression and thoughts of suicide than their older colleagues. Benefit plans that include early-stage psychiatric treatment can help bridge the gap, so plan members can meet a BENEFIT PREFERENCES VARY BY GENERATIONS IN CANADA may be more focused on available coverage for prescription medications. It is evident these generations have diverse preferences and needs, making the case that much stronger for cross- generational approaches to benefit plan design. Increasingly, one-size-fits- all benefit plans are being replaced with plans that give employees more choice — and control — over how they contribute to their well-being and spend their benefit dollars. Designing benefits for the modern workforce When designing inclusive benefit plans for the modern workforce, there are key trends to keep front of mind: Retaining and recruiting top talent: Today's workforce is more transient than before, and competition for new hires is fierce. Health benefits can be deal makers — or deal breakers — when negotiating offers of employment or retaining top performers. This is especially true of younger generations who want to manage their health care and wellness on their own terms. This furthers the need for offering robust benefit plans with a blend of varied options. In looking at the data, Alaina MacKenzie of Medavie Blue Cross says employers would be wise to rethink benefits plan design to accommodate the preferences and usage trends of the five generations in today's workplace F O C U S O N : B E N E F I T S RETHINKING PLANS FOR THE AGES One-size-fits-all benefit plans are being replaced with plans that give employees more choice and control over how they spend their benefit dollars. Source: Medavie Top 5 extended health benefits for millennials Top 5 extended health benefits for baby boomers 23% massage 10% physiotherapy 10% chiropractic 8% glasses 8% psychology 15% massage 13% physiotherapy 9% CPAP therapy 9% glasses 8% diabetes supplies

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