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Specific factors triggering the predicted surge in next year’s employer healthcare spend include: Inflation,;Heightened demand for expensive drugs such as glucagon-like peptide-1 (GLP-1),;Potentially curative but high-cost cell and gene therapies, and;The ongoing burden of treating cancer and other chronic conditions.; The Business Group on Health, a nonprofit organization representing large employers’ perspectives on optimizing health, benefits and well-being solutions as well as health policy issues, surveyed 125 large employers across varied industries that cover a combined 17.1 million Americans (workers plus their spouses and dependents).

There’s a reason that only 40% of executive positions in the healthcare industry are held by women, despite making up 80% of the workforce.

According to Great Place To Work research , employee turnover is typically less than half the industry average at strong workplaces, resulting in stock performance triple that of the market and 8.5 times more revenue per employee.

Going forward, however, two important factors could spur even greater use of retention perks: 1.

Another Mercer study — Inside Employees’ Minds (IEM) — revealed just 1 in 2 U.S. women (53%) felt their career goals could be met by their current employer, lower than prior years.

Various industry reports (including those by Robert Half and Slack ) state approximately 80% of surveyed workers express a preference for remote or hybrid work options if available for their roles.

Defining Trends and Outcomes Consider these trends, which are becoming more commonplace: ;Career lily padding , or “hopping” from position to position, industry to industry, role to role, rather than pursuing the traditional career-ladder climb.

.; Equipping Your Leaders Even though managers are the most critical lever organizations have, only 56% of surveyed people leaders felt equipped to support an employee experiencing a mental health issue, while 1 in 3 said their organization provided no training at all.