Having a global people strategy that attracts, retains and motivates employees across all of its locations is a must for network and telecommunications giant Ericsson. The organisation employs around 100,000 people in 110 countries around the world.
Inge Brabrand, global benefits specialist at Ericsson, explains: “Our global strategy sets out our objectives and the core minimum benefits we want to provide but differences in culture, regulation and social security provision mean benefits need to be arranged locally.”
As an example, its core global minimums include an employee assistance programme (EAP), parental leave and a global minimum level for life insurance. “In some countries it’s not possible to arrange these benefits or there are cultural differences to take into consideration,” she adds. ”Where this is the case, the local office can adjust what it offers. Flexibility is key for us.”
While the organisation has this decentralised approach when it comes to arranging cover, there is plenty of structure around its benefits provision. Local benefits professionals are supported by the global and regional benefits teams, as well as brokers in every country.
Additionally, Brabrand works with a global benefits consultant to ensure oversight and consistency. “It can be difficult to keep on top of changes that can affect benefit provision and we do have some employees in countries, such as Sudan and Palestine, where it is much more challenging to arrange cover,” she says. “We also built an inventory of all the benefits that we provide in each country so we can see instantly what’s available to employees. This enables us to streamline what’s offered and ensure everything is in line with our global strategy.”
Communication and digitalisation play a key part in rolling out Ericsson’s global benefits strategy. “Our key objectives for employee benefits offerings are flexibility and choice; a strong sense of belonging; and moments that matter. We enable this by interconnectivity with our culture, communications to employees, leaders and our HR teams and by using benefits technology for a greater experience. We want to provide a good benefits package that attracts and retains employees wherever they’re based,” she adds.
