LifeCare Releases New White Paper Examining Support For Women In The Workplace
Proper Benefit Programs Are Seen as Essential for Employee and Business Success.
LifeCare, has just released their latest white paper, “Trends in Family-Focused Employee Benefits: Supporting Women in the Workplace”.
As it highlights, women now account for more than half of college-educated workers — an historic first. Therefore, in order to remain competitive in hiring while maximizing bottom line performance, it’s imperative that businesses expand and/or refocus their benefit offerings accordingly. LifeCare’s white paper provides the business case and backing data to help businesses make these important benefits decisions.
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This comprehensive report combines national statistics and proprietary LifeCare findings to provide a complete overview of the state of the workforce, the case for benefit programs, and best practices for those programs. The report is a must-read for business leaders and HR professionals who want the best for their employees and their business.
Some highlights from the LifeCare white paper:
- Gender-diverse teams have higher sales and profits compared to male-dominated teams.
- Gender-diverse business units have higher average revenue than less diverse units.
- Having more women in an organization is associated with positive organizational outcomes for men and women alike.
- Fortune 500 companies with the highest representation of women on boards financially outperform companies with the lowest representation of women on boards.
- The right benefits mix helps with both recruiting and employee retention.
- Programs that provide support for expectant parents, leave of absence, child and backup care, education, finance, and lactation are good investments for any business.
“This white paper is an eye-opening examination of women-focused needs across the entire benefits marketplace,” notes Peter Burki, CEO of LifeCare, “never before in history have working women been so empowered and, as the white paper details, businesses seeking measurable advantages across loyalty and productivity should adapt their benefit offerings accordingly.”
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