In today’s fiercely competitive job market, the race to attract and retain top talent, particularly women and diverse professionals, has intensified. Recent research reveals that 85 percent of CEOs recognize the significant impact of diversity and inclusion on a company’s performance, underscoring the high priority placed on this issue. Human Resources (HR) leaders are acutely aware that to draw and keep female leaders within their ranks, they must provide top-notch women’s and family health benefits. Importantly, these benefits must be meticulously tailored to cater to the unique needs of employees, especially those who have postponed starting families and may now be grappling with fertility challenges.
But what makes these benefits truly worthwhile? One organization, facing challenges in employee retention and grappling with soaring costs associated with fertility and maternity care, discovered that the inclusion of an end-to-end women’s health and family-building benefit was pivotal. This article delves into how their strategic investment in these offerings yielded an impressive return on investment (ROI) of 4:1, an astounding 96 percent return-to-work (RTW) and retention rate, along with a substantial 40 percent reduction in preterm births.
