In the wake of the COVID-19 pandemic, the global health insurance landscape has undergone a significant transformation. Critical areas such as cancer care, physiotherapy, respiratory health and mental well-being have taken center stage. The challenges posed by this shift were the topic of a recent panel comprising thought leaders in the field of global mobility solutions: Mark Harris (Global Mobility Solutions Leader for Europe), Dr. Luke James (Workforce Health Consulting Leader, Europe), Kate Fitzpatrick (Global Mobility Practice Leader UK and Ireland) and Mark Posthuma (Global Mobility Solutions Principal, Netherlands). The focus of their conversation? Mental welfare in the context of globally mobile populations.
Navigating the complex landscape of mental well-being
Shockingly, these populations are 2.5 times more likely to suffer from depressive symptoms compared to their domestic counterparts. The stresses of relocation and cultural adjustment take a toll on their mental well-being.
– Dr. Luke James
Mental health is an international issue that affects all populations, and its multifaceted nature poses numerous challenges. According to the World Health Organization, mental health is a state of well-being wherein individuals can recognize their abilities, cope with everyday stresses, work productively and contribute to their communities.
Internationally mobile populations face unique risks and mental health issues, especially when dealing with adjustment problems, anxiety, depression and stress associated with adapting to new cultures and work-life balances.
Although advancements have been made in mental health research, there is still a significant gap in treatment compared to physical health. Dr. James stressed the need for more research and development in this area. Employers play a crucial role in recognizing and addressing mental health issues within their organizations. Predeployment health screening for globally mobile employees can help identify and address existing mental health issues before relocation.
Enhancing global mobility with a holistic approach to welfare
Supporting employees in ALL aspects of their well-being is essential: not only mental and physical health, but social and financial wellness also.
– Kate Fitzpatrick
Within the ever-evolving landscape of global mobility, adopting a holistic approach is imperative. Well-being encompasses more than just physical health; it includes social and financial dimensions crucial for the success of mobile employee assignments.
Partners and spouses also play a significant role in the success of assignments. Including them in preassignment conversations and providing support for their careers can minimize disruption and enhance their overall well-being. Financial health is another crucial aspect that employers need to address. Employees should have control over their day-to-day finances and understand the financial context of their host locations. Meanwhile, employers should take more responsibility for protecting and educating their employees from an economic perspective, ensuring that employees receive the necessary support to achieve desired outcomes.
Elevating employee engagement through well-being
43% of employers recognize the need to adapt their employee value propositions to meet the evolving shifts toward health and well-being for their employees, partners and dependents.
– Marc Posthuma
In today’s labor market, where talent shortage is a pressing issue, employers’ investments in their employees’ welfare is a critical factor in attracting and retaining talent and thus enhancing the employee value proposition. Investing in health and well-being leads to better employee engagement and performance, making it a sensible option for employers.
Insurers and solution providers also have a role to play in supporting employees. Developing new services and technologies to support employee health, including mental wellness and psychological support, is crucial for the holistic welfare of employees and their dependents.
As companies navigate the postpandemic landscape and its effects on their globally mobile populations, the above insights offer valuable guidance on addressing emerging mental well-being challenges. Moreover, these insights underscore the importance of integrating a well-being strategy into company culture and its role in talent attraction and retention
It is time to prioritize mental well-being and create a supportive environment for all.
– Mark Harris
Such a strategy should be underpinned by a holistic approach that integrates health, talent management, and the employee value proposition to foster a resilient and engaged workforce. A strong focus on the health of partners and dependents alongside the needs of the internationally mobile employee is an essential part of this strategy.