Creating a Globally Consistent Benefits Strategy

Build a global benefits strategy that aligns company values with local needs, DEIB initiatives, and talent retention through effective governance.

January 29, 2025

This guideā€™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.

As global workforces become increasingly interconnected, employers are focusing on delivering a consistent benefits experience across all regions. A global consistency strategy can play a key role in aligning benefits with broader company values, local market needs and diversity, equity, inclusion and belonging (DEIB) initiatives while contributing favorably to talent attraction and retention efforts.

Implementing a global benefits strategy is a multiyear effort that requires careful planning, ongoing assessment and periodic adjustments. By developing the strategy gradually and leveraging the expertise of key stakeholders—such as brokers, consultants, corporate finance and internal HR teams—organizations can overcome barriers and build a sustainable, globally aligned approach to benefits.

Key considerations for advancing a global consistency strategy include:

  • 1 | Developing the Strategy

    Before diving into a comprehensive review, organizations must define their global consistency strategy. This initial step involves setting clear objectives and determining the scope of consistency. Employers should ask: What does “consistency” mean for the organization? Is the focus on all benefits or a subset? Will it apply to all countries or only select regions? Additionally, the strategy should establish a timeline for implementation and criteria for success, including metrics for ongoing evaluation.

  • 2 | Conducting a Comprehensive Review of Infrastructure Barriers

    The feasibility of rolling out a global benefits strategy varies by geography, with cultural norms, vendor capabilities and financing mechanisms influencing the ease of implementation. To build a consistent approach, companies should conduct a thorough assessment of market infrastructure, identify gaps in current offerings and determine what financing mechanisms and vendor relationships support their strategy.

  • 3 | Understanding Legal Mandates and Compliance Rules

    Legal mandates and local compliance regulations are often the most significant barriers to implementing a global consistency strategy. In a Business Group on Health global survey,1 67% of participants with a global consistency strategy in place cited legal and compliance challenges as their top hurdle. However, with the right support from legal teams and consultants, companies can effectively navigate these obstacles while maintaining alignment with their global objectives.

  • 4 | Creating Structure and Stability Through Governance

    Effective governance is essential for maintaining global consistency in benefit programs. A strong governance structure centralizes data access, defines risk management protocols and facilitates regular audits to ensure that local programs align with global policies. Governance not only helps maintain consistency but also supports compliance with local regulations.

  • 5 | Leveraging Financing Mechanisms to Support Global Consistency

    Financing mechanisms like captives, multinational pooling and global underwriting are powerful tools for controlling costs and enhancing governance. These mechanisms can be used to fund new benefits, close coverage gaps and streamline benefits management across regions. Choosing the right financing mechanism depends on the company’s size, structure and risk tolerance.

  • 6 | Operationalizing a Global Consistency Strategy

    Once priorities are identified and markets selected, companies need to operationalize their strategy by developing a clear roadmap. This should include specifics such as eligibility criteria, coverage levels, compliance checks and mechanisms for tracking progress. A critical part of operationalizing the strategy is establishing a plan to collect data on an ongoing basis to measure results and adjust the strategy as needed. Collaboration with regional teams ensures that benefits meet local needs while remaining consistent with the overarching global framework.

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Resource icon_right_chevron_dark Global Benefits Management icon_right_chevron_dark Governance icon_right_chevron_dark
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