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Gen Z men are reshaping workplace norms around mental health, offering employers a new path to reduce stigma, improve engagement and strengthen retention.

Research from The Standard shows that women tread a fine line between safeguarding current-day budgets and saving for retirement. Employers have an opportunity to go beyond basic workplace benefits to support women’s financial well-being and strengthen retention, morale and leadership development.

Women are more likely than men to take a leave of absence, which affects not only their well-being but also company culture and productivity. Approaching women’s leave with an eye toward targeted support, education and accommodations can help drive organizational loyalty and engagement along with individual success.

When women see their wages grow, their understanding of money grows too. And that affects how they view their choices for career, family — and workplace benefits. See how employers can support women at all income levels, so they can bring their best to an organization.

This infographic gives you a high-level view of our suite of Gen Z research, taking you through three perspectives on what Gen Z wants from employee benefits, plus data to help you recruit and retain the youngest members of the workforce.

Many benefits that Gen Zers want are available to them. But they don’t always know it. Fostering their loyalty means moving beyond assumptions and focusing on communication.

When it comes to benefits, Gen Z is different from past generations — but not always in ways you’d expect. Find out why it matters for employers.

Generation Z sees employers as protector, provider and mentor in the quest for financial stability. Learn what this means for offering benefits that attract and retain younger workers.

Generation Z expects more from benefits providers than from other businesses. Learn why and see how employers can use this to their advantage to increase the tenure of Gen Z workers.