Quiet Quitting seems to be the new trend catching up with the GenZ after the ‘Great Resignation’ phenomenon that infected corporate firms across the globe. Even though Quiet Quitting came out as a solution to workplace burnouts, it is revealing some stark realities in the working conditions, especially of women. This is also highlighting the initiatives and the support delivered by employers for women through maternity, parenthood, menopause, and more.
We talk to Sarah Dennis, Head of International at Towergate Health & Protection to learn about the enhanced protection for women and children and even the disabled in the European, American, African and Asian markets. Sarah Dennis has been associated with the company since 2014. She has over 17 years of experience working as a consultant and in senior management roles in international health insurance companies including Jelf Group, Norwich Union Healthcare (Aviva UK), HealthCare International, Goodhealth Worldwide Ltd. (Aetna Global Benefits) and RSA. She is currently handling the responsibilities for corporate international private medical insurance and expatriate cover, and the development of exclusive products for SMEs and expatriate groups.
The following are her opinion on improving the work-life balance of the employees, especially for the women –
Provision of IPMI and mental health services
The global pandemic has meant that international private medical insurance (IPMI) has become a necessity, not a nicety. International providers had to step up when Covid hit. Access to GPs online was very unusual before the pandemic and provision had to change quickly. Many providers have gone into partnerships with other companies to offer specialist mental health tools that were not previously available. Overall, there was a big improvement in provision of mental health services.
Rise of technology
There has been a dramatic rise in the trend towards technology. Previously claims and refunds were very much reliant on the postal system but now, with the scanning of receipts and the implementation of new systems, claims and refunds can be turned around within 24 to 48 hours. Digitalisation is high on the agenda of every provider, to make sure they meet with the needs of their customers. This is across all generations., young and old.
Driven by cost
A major driver is the cost of healthcare overseas. It is extremely expensive. In fact, costs in the Far East can now outweigh the USA, even for minor surgery. Singapore, Hong Kong, and China are examples where the costs of healthcare have really rocketed. In the Middle East more mandatory healthcare requirements are being put in place. This trend started in Abu Dhabi and has rolled out to Dubai and Saudi Arabia. Companies are finding that under more and more circumstances they have no choice and are obliged to offer certain levels of healthcare, facing fines if they do not comply. It comes down to duty of care.
Equality of care
Many companies are now looking to offer equal healthcare across all employees. There have been lots of requests for local nationals to be offered the same care as expats. Often, this requires providing a local solution, not a global one, with local healthcare for local people.
New dynamics for global mobility
Covid has really changed the dynamics for global employers. They must consider the merits of long- and short-term assignments, with hybrid working being the norm. Employees no longer necessarily have to live or work in the country in which the office is based. Portable devices and online meeting capabilities like Teams have changed the workplace; global mobility has changed.
The great resignation
Whole global industries have been hit hard by the great resignation – this is not just a UK phenomenon. Companies are, therefore, looking more for local employees and training them up, rather than moving employees around the world.
New visa requirements
It should be realised that although we have relaxed covid rules in the UK, other countries have not. There are now many more considerations even for visiting countries that are geographically close to the UK, with PCR tests and covid passes the norm. Brexit too has had an impact with new requirements for visas. In many countries, there is now a requirement to have a work visa and to obtain this, employees have to prove they have adequate medical insurance. It is sometimes hard for employers to keep up with the changing requirements. Not all countries are moving at the same speed. Spain, France, and Portugal now have visa requirements for people to work there. In addition, France is refusing entry to people with two homes if they do not have medical insurance.
More than just covid
It must be remembered that covid is just one outbreak. There are many other illnesses at large around the world. Ebola and zika virus are still prevalent in certain areas. Employers sending staff to Africa and South America in particular need to be aware of the risks. Many people need vaccinations when they travel and it is important to take advice to ensure all eventualities are covered. Covid has at least made us more aware of the issues.
Female healthcare
Global employees and the international market are heavily driven by the UK and USA. These countries do not shy away from female medical conditions. Insurers have met this head on as part of a drive towards diversity and inclusion.
Changing policies
Insurers are changing policy wording. Whilst it used to be that only fertility issues were really covered, insurers are now widening the offering. Menopause used to be brushed under the carpet, but not anymore. HRT can be difficult to obtain in some countries but it is now commonly covered under health insurance.
Mental health
Mental health is still a taboo subject in some countries but with it being an important part of female health and a significant issue associated with the menopause, global employers are having to open up the options. There is now much greater and easier access to helplines and care workers within the providers. It is almost a matter of life-coaching. Every step of fertility and menopause is different for each woman. Providers need to be able to recognise and relate to this.
Menopause
Companies are becoming more proactive in-house, with female health built into employee handbooks. A number of companies now have menopause policies in their staff contracts. It is recognising menopause and saying that the company will be reactive and proactive to support women with support, including counselling and time off if required. Mental health first-aiders are being offered and a breakdown of the symptoms of menopause are given.
Maternity
It is important to ensure that adequate cover is given for specific requirements. Maternity cover is generally available and often provided within International PMI policies but it is vital that this is at a high enough level. In Singapore, for example, a maternity package has to be bought. This can cost between $10,000 and $30,000 and the costs are only increasing.
With employees working abroad, they need to feel that they can go through pregnancy in the country in which they’re based, rather than having to come home for scans and the birth. If they are working in a remote area, they may have to be flown to the local hospital and they may need a plan for if there are complications.
Consideration needs to also be given to an employee’s dependants. Even if there is a predominantly male staff, their partners may need maternity cover. This is particularly something for consideration in a younger demographic of employees.
Blog by Sarah Dennis, Head of International at Towergate Health & Protection
