Employers are rethinking benefits as workers demand options that reflect their real lives, whether it’s fertility care, caregiving support, or coverage for treatments like GLP-1s. At the same time, rising costs are forcing companies to weigh innovation against financial sustainability. How can employers design benefits that meet diverse employee needs without driving costs out of control? How can data and employee feedback guide smarter, more personalized benefits strategies?

With employees ranging from Gen Z to Baby Boomers, today's workforce brings a wide variety of needs, goals, and expectations. Creating effective benefits means offering flexibility and choice to support workers at every stage of life. How are leaders using data, surveys, and employee feedback to shape programs that resonate across age groups? What new tools are helping employers manage costs while delivering meaningful support? And which benefits are having the greatest impact on well-being, engagement, and retention across a multigenerational workforce?

The rate of job turnover is higher for women than men, especially when it comes to leadership roles. Employers can address this talent drain by rethinking their benefit offerings. Supporting employees through family planning, pregnancy, parenthood, and women’s health needs is central to building equitable and effective benefits. How can employers design programs that close gaps in maternal health, fertility, and caregiving support while also reducing costs and improving outcomes? What role do digital tools and personalized care play in meeting the diverse needs of today’s workforce? And how are leaders ensuring these benefits strengthen retention, engagement, and inclusion across the organization?