Benefits to Include in a Global Consistency Strategy

In Business Group on Health’s Survey, 16% of participants stated that they have a global consistency strategy in place, while another 32% are considering implementing one in 2022.

February 22, 2022

This guide’s goal is to inform employers on a variety of different elements to consider when creating their strategy. It also explores the business case and core tenets to focus on in establishing a thorough approach while providing guidance on how to produce a more equitable ecosystem.

In Business Group on Health’s Survey, 16% of participants stated that they have a global consistency strategy in place, while another 32% are considering implementing one in 2022 (Figure 1).

The most common benefits employers included in their strategy are LGBTQ+ health services, risk benefits and removal of coverage exclusions. Many are considering adding preventive services. Although less common, the survey found a few global employers with global consistency strategies in place for mental health and dental/vision.

Well-being has become an area of growth in this area, as employers continue to look more holistically at delivering wellness offerings and initiatives that are language and culturally appropriate. For example, in the Middle East, some employers provide physical activity alternatives to outdoor walking or step challenges when it is too hot to walk outside.

Breakdown of Employers With a Global Consistency Strategy     
Figure 1: Breakdown of Employers With a Global Consistency Strategy

It is important to be intentional when determining what to include in your strategy. Take a moment to audit what is currently offered and its real and perceived value proposition.

  • Are there any benefits that through their design and eventual implementation should be added to your roadmap, as they would create a more equitable and diverse environment?
  • What are your cost limits and restrictions? Should the benefit include cost-sharing components?

For health care specifically, here are additional questions to guide your decision-making:

  • Does the market infrastructure support the ability to deliver the desired services?
  • Is the service affordable to employees?
  • Is the service of sufficient quality for employees?
  • What does best- in- class coverage look like?
  • What access do employees have to the recommended services? And is that access acceptable to meet or override the cultural needs and standards of the community (e.g., addresses issues of stigma and discrimination in the cases of HIV, mental health services and Hepatitis B)?

When determining the programs to prioritize, remember that the offerings can be additive within a multiyear strategy. Have your consultant or team regularly report global legislative updates, since these can ultimately change and potentially enhance your offerings. For example, Israel recently lifted restrictions on same-sex surrogacy. Ask yourself what big picture results you want to achieve in the next 3-5 years and what programs you can implement sequentially while keeping careful and thoughtful attention to overall cost.

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