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© Copyright 2000 Rogers Media. The following article first appeared in the June 2001 edition of
BENEFITS CANADA magazine.
Plan members' needs
If you thought paternalism was dead, think again. Plan members want your help in managing their
health and their lives.
By Kathryn Dorrell
employees are stressed out, they've lost faith in the healthcare system and despite the movement away from
paternalism, they are counting on their employers for help. This picture emerges from a recent study
examining plan members' attitudes towards benefits plans. "The results tell us employees wants the employer
to be there," says Tricia Benn, Ottawa-based senior research manager, public affairs with Ipsos-Reid, the
firm that compiled the data for this year's Aventis Healthcare Survey.
Overall, the survey delivers a mixed review to plan sponsors. On a positive note, two-thirds (66%) of
respondents say their health benefits meet their needs "extremely well" or "very well."
While half of Canadian employees believe the public healthcare system is deteriorating and will continue
to, the status of benefits plans fares well. Only 15% say their plan has worsened, with 60% stating it has
stayed the same.
Now, for the bad news. Most individuals say their employer is more concerned about cutting costs than
ensuring that the best health benefits are available. Meanwhile, 55% of employees say they don't have any
input in their benefits plan.
WISH LIST
So what do plan members want? In a nutshell, secure benefits, a less stressful workplace and help juggling
work-life issues. "Healthcare benefits are extremely important to [employees] and they are willing to help
pay for them if need be," adds John Elliott, manager of external affairs with Aventis Pharma in
Mississauga, Ont. More than half (56%) of employees surveyed are willing to pay higher premiums to maintain
their existing level of coverage. Only 14% prefer a reduction in benefits to increased premiums.
Before plan sponsors pass on any additional costs they may want to consider that today's workers are a
savvy bunch when it comes to assessing their plans. Almost half of respondents are aware of how plans vary.
This is up significantly from 13% last year. Elliott says benefits plan managers should use the increasing
awareness to validate their plan to senior executives. "Capitalize on a strong plan if you have one as
employees recognize that not all plans are alike."
STRESSED OUT
Responses on stress in the workplace will hopefully spur some action before disability leaves begin to
rise. One-third of employees say that over the past year, workplace stress has made them physically ill.
This rate is up 13% over last year. Meanwhile, 41% say their employer doesn't do enough to help them manage
stress.
Employees need support balancing work and life responsibilities, which they say is the main source of
stress. The majority believe that employers should be supportive when workers' children are sick (79%) and
elderly relatives (66%) need care. It's in an employer's best interest to lend a hand or at least a
sympathetic ear. Benn says that when the employer is compassionate, stress is much lower.
Employers also have a responsibility to step up to the plate and provide employees with information on
health issues, says Fred Holmes, national practice leader, group health & welfare practice with Buck
Consultants in Toronto, commenting on the survey's results. He adds that baby boomers need advance warning
of diseases such as heart and stroke, and how to prevent them. The survey clearly outlines where plan
sponsors' priorities should lie in this area, with employees identifying a smoking cessation program,
exercise program, coverage for cutting-edge drugs and in-house clinics to screen for diseases as their top
preferences.
All of this may seem like a tall order for employers--particularly when benefits and pension plans are
encouraging employees to manage their own affairs. But the advantage of the Aventis report is that
it acts as a benchmark for plan sponsors to assess their efforts, as well as a tool that can help benefits
managers sell wellness and work-life programs. If attraction and retention is still a priority in your
organization, senior management are likely to be interested in these results.
Kathryn Dorrell is associate editor with benefits canada.
kdorrell@rmpublishing.com.
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