Kenyan employees value health and wellness programs offered by employers more than anything else, a study by Mercer has revealed.
The study conducted in Nairobi found that 89 percent of workers in Nairobi, Kenya say that having employer-subsidized health and wellness programs is very important to them.
Majority (67 per cent) of the workers also rank security, safety, and lack of violence as the top reason to stay in or leave their city.
According to Deon de Swardt, Principal Consultant at Mercer, “Not only is it important for employers to promote the transformation by implementing measures that will make an impact and change the mindset, there is also a need to lead multi-stakeholder efforts to address pain points at scale.”
The People First Emerging Megacities report is an extensive study that examines the needs of workers in the world’s fastest-growing cities across four key factors – human, health, money and work. The study also gives a critical insight into the motivations of workers against the backdrop of fierce competition for highly-skilled talent.
The report notes that employers believe workers prioritize money and other work-related factors when deciding whether to switch cities. But this isn’t the case. Most important to workers are the human and social factors essential to the quality of life. These include overall life satisfaction, security and safety, and proximity to family and friends. Although workers do rank total income as third, it is the only money factor in the top five.
Although the study’s 15 current and future megacities share some commonalities, some key differences were revealed. Based on performance against the four pillars mentioned above, the cities were grouped into advanced, progressing or approaching in terms of whether they meet worker’s expectations. Advanced cities score well in all four factors, with a small-to-medium gap between workers’ expectations and the city’s performance.
Overall, employers believe career and work opportunities, work satisfaction, and pay and bonuses are the most important to their workforce. But even though these elements may be important to attract and keep workers, businesses must also tailor their solutions, approaches and communications to the individual needs of each group to ensure they feel empathetically understood. For instance, white-collar professionals and graduates are particularly interested in career advice and thrive on interventions such as talent assessments.