In today’s healthcare landscape, the shift towards prioritizing preventive measures over reactive treatments is reshaping how leaders approach well-being through customization. This has allowed organizations to drive a revolution in corporate wellness and healthcare strategies, moving from a transactional approach to transformational benefits. This mantra underscores a fundamental change in mindset. Rather than focusing solely on treating illnesses reactively, there’s a growing emphasis on preventive health care. Corporates are recognizing the importance of fostering a culture of wellness and providing resources to help employees stay physically fit and emotionally healthy. This shift is not just altruistic; it’s pragmatic. Healthy employees are more productive, engaged, and less likely to incur high healthcare costs in the long run.

Additionally, one crucial aspect of this transformation is the implementation of health benefits navigation programs. These initiatives guide employees through the complexities of the healthcare system, empowering them to make informed decisions about their well-being. Whether it’s navigating insurance claims or accessing preventive care services, these programs play a vital role in promoting holistic well-being within organizations.

As this year’s World Health Day theme ‘My Health, My Right’ suggests – the access to healthcare is a fundamental right of individual well-being. However, healthcare concerns vary across different demographic groups. Millennials, for instance, often prioritize mental health and work-life balance, seeking employers who offer flexible work arrangements and robust mental health support. In contrast, Gen Z may prioritize holistic wellness, including physical fitness and nutrition, while older adults may focus more on managing chronic conditions and accessing quality healthcare services.

As per a study by World Economic Forum, 66% of Gen Z, compared with 40% of other generations, use digital tools such as wellness apps and fitness trackers to monitor their health. Additionally, GenZ are also twice as likely as other generations to share their health information with providers outside of their primary care doctor, including a health insurer, retail clinic, or a third-party app or vendor. This highlights that different age groups have varying health priorities and concerns that can be met by employers under a corporate wellness plan. The key to ensuring that needs of employees from different generations are met is to adopt a holistic,  preventive and customized approach to employee well-being.

When it comes to primary healthcare preferences, there’s a discernible divide between those seeking episodic, transactional care and those prioritizing holistic well-being. Age, gender, lifestyle and other demographic factors play a significant role in shaping these preferences. For instance, younger generations, particularly millennials and Gen Z, tend to gravitate towards preventive care and well-being initiatives, recognizing the long-term benefits they offer. On the other hand, older adults may be more inclined towards episodic care, addressing immediate health concerns as they arise.

The World Economic Forum predicts that AI expenditure in India will reach $11.78 billion by 2025, signifying the growing market to leverage AI for addressing challenges in holistic healthcare within the Indian market.

A collaborative approach, built on the foundation of ‘My Health, My Right’, has the potential to revolutionize the corporate healthcare landscape, increase employee productivity, and create a healthier, happier workforce.  Empowering employees with AI-powered health assistants plays a crucial role in achieving this vision. These virtual companions offer personalized guidance, reduce healthcare visits, and promote holistic well-being. This translates to a more engaged and productive workforce, fostering a positive cycle for both employees and organizations.

Views expressed by Rohit Chohan, Co-Founder & CEO, Truworth Wellness

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