According to the Gallagher 2024 Wellbeing and Voluntary Benefits Survey, which revealed notable differences in wellbeing across generations, genders, income levels and other demographic segments, challenging employers to design a wellbeing program for today's diverse workforce. New and evolving voluntary benefits deliver flexibility and choice but call for a data-driven approach to constructing a benefits and wellbeing program that offers competitive, cost-effective solutions.

Personalize benefits with data insights

Two-thirds (67%) of organizations surveyed reported wanting to infuse more personalization into their benefits package. Data points underscoring the need for customizing voluntary benefit offerings based on gender, generational and other demographic differences include:

Women rate their wellbeing lower than men in all areas of wellbeing
Younger employees seek more resources overall from their employers and notably more mental health resources
Lower-income employees prioritize support for day-to-day expenses
Nearly 40% of millennials are parents and prioritize family-forming benefits, childcare and education support.

Support organizational goals with benefits

In the Gallagher survey, 86% of employers said voluntary benefits are key to their wellbeing strategy. On average, employers provide 13 voluntary benefits (up from 11 in 2022) and plan to add more. However, the value is not in the number of offerings but in the targeted and selective support they offer employees.

Instant Insights /

Using data to tailor benefits for a multigenerational workforce

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