From prolonged high temperatures and air pollution to increased extreme weather events, the impacts of climate change are affecting the health and welfare of people across the globe. That’s not news to international NGOs. Many tackle those challenges head-on as part of their mission, while others simply deal with the impacts as they deploy workers across the globe. The good news is this experience puts INGOs in an excellent position to cope with what’s to come.

One of the biggest challenges for any company’s human resources (HR) department is choosing the best healthcare coverage possible for its employees. However, for international NGOs with global workforces, the challenge goes beyond balancing cost and coverage. Different employee types — from third-country nationals to expats — in various remote locations complicate matters for HR professionals in NGOs looking to find equitable coverage or change insurance providers.

As 2023 draws to a close, the Allegiant Global Partners team has been looking back on the major insurance trends that impacted international NGOs and U.S. non-profits this year. To help your organization prepare for 2024, we’ve taken a deep dive into five of the most important trends presently shaping the insurance ecosystem in the U.S. and around the globe.

Helping our clients achieve benefit equity is an increasingly important part of what we do here at Allegiant Global Partners. Non-profits and International Non-governmental Organizations (INGOs) know that offering fair compensation and equitable benefits to employees, regardless of which employee type they fall into, is integral to treating employees fairly. However, achieving benefit equity is almost as difficult as addressing the variety of issues our clients are tackling across the globe.

Why does my company need an insurance broker? It’s the pivotal question in our line of business, but the answer is variable, greatly impacted by vertical, organizational structure, and business objectives — not to mention the approach of the specific brokerage. There is no one-size-fits-all value proposition, though after eight years at Allegiant (and many more in the business), I can confidently identify the ways our team saves clients time and money. But before I share some of those, here’s my general answer to the initial question.

Gender-affirming care means many things to many people. Generally, it includes various supportive services from non-medical up to surgical care for transgender and nonbinary (TNB) people. In the insurance world, we tend to think about gender-affirming care in terms of having an equitable benefit offering to address the affirmation needs of any member.

When it comes to certainty, the only thing that gives death and taxes a run for their money is the insurance renewal process. Every year, like clockwork, insurance renewals show up on the desks of HR managers worldwide — and the first question they have to answer is whether or not it’s time to consider a new insurance provider.

At Allegiant, we believe healthcare is a human right. But achieving benefit parity for global populations is an uphill battle we’ve been waging for years. Nowhere is benefit inequity more apparent than in global organizations employing Local Nationals (aka employees hired in their own country).