HR Transform 2024: 5 key takeaways

at Delfina
min read

The Delfina team attended the HR Transform conference in Las Vegas last week. It was energizing to connect with others who are innovating to improve the workplace lives of women and soon-to-be parents. Here are five takeaways from the conference that we’re carrying with us as we build Delfina Care for employers. 

  1. “People leaders shared many personal stories about the workplace challenges of becoming working mothers. We heard dozens of stories at our booth of leaders who they—or their partners—faced clinical challenges such as recovering from c-sections, to family challenges like childcare, and logistical challenges like finding a private place to pump. What became clear to me in these conversations was that even a small improvement like having a secure and private place to pump or conduct a telemedicine visit with a healthcare provider could make a big difference in a person’s return to work experience ” - Stephanie Hubbard, VP of Marketing
  1. “Proactive care is increasingly a focus for employers with tighter budgets and more focused mandates. This is particularly true in women's health, where standard clinical care is largely reactive. Whether in maternal health, breast health, or menopause care, employers are eager for solutions that get ahead of debilitating complications and keep employees and families healthy.” - Senan Ebrahim, CEO
  1. “As a Gen Z-er myself, I resonated with a lot of the discussions about Gen Z in the workplace. It’s clear that Gen Z values flexibility and purpose in our work. In order to attract and retain Gen Z talent, employers can offer flexible work arrangements, opportunities to make a meaningful impact, and align organizational values with their personal beliefs.” - Sydney Knego, Partnerships Manager
  1. “We heard from many employer leaders who were supporting employees taking leaves due to complications related to pregnancy. The total cost of this leave extended beyond the clinical cost of care to address the complications. Employers talked about absenteeism, presenteeism, and even losing employees due to these challenges. We are excited to work with these leaders to help keep employees healthy and happy at work.” - Megan Pruitt, Clinical Account Executive 
  1. “Engaging with various stakeholders—employers, payors, investors, and individuals of all genders—revealed a common thread: the profound impact of childbirth experiences. Fathers shared heartwarming accounts of their involvement in the birth of their second child with the support of doulas or midwives; mothers shared their experiences with unnecessary clinical intervention—or lack of vital clinical support. Nearly every story recounted involved moments of risk or fear. This juncture presents an opportunity to contribute to a solution to mitigate childbirth anxieties and poor outcomes. By enhancing access to quality care and fostering collaboration with healthcare providers, together we can elevate the standards of maternal and infant well-being.” - Attalia Gray, SVP Growth

It’s clear that the state of maternal health benefits isn’t cutting it and that employers are ready to make a change. The cost of doing nothing is high for employers, health plans, and families: Childbirth and preterm care are the most expensive medical conditions billed to employer-funded plans, and maternal health complications can have lifelong effects on women and parents. 

At Delfina, we’re helping employers build better benefits—visit our website to learn more.

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