Botswana Life Insurance Limited (BLIL) hosted its 2nd Annual Employee Benefits Convention this week under the theme “Rethinking Employee Benefits for a Sustainable Future.” The event brought together senior executives, pension fund administrators, HR professionals, and health experts to interrogate the future of work and the evolving role of employee benefits in driving both corporate sustainability and workforce well-being.

Delivering opening remarks, Botswana Insurance Holdings Limited (BIHL) Group CEO Catherine Lesetedi set the tone with a bold declaration: “The sustainability of any organisation rests not only in profits, but in its ability to take care of its people. This convention is a call to action—to build benefit ecosystems that are resilient, inclusive, and aligned with the aspirations of the next generation of workers.”

Beyond Traditional Benefits

Ms. Motshabi Mokone, CEO of NMG Administrators Botswana, outlined how traditional benefits like pensions and medical aid, while foundational, are now inadequate in the face of shifting employee values, environmental challenges, and economic pressures. “Modern benefits must integrate sustainability, personalisation, and digital innovation,” she said. She highlighted emerging benefit trends such as green pension funds, carbon savings accounts, and digital wellness platforms.

Her presentation also explored how remote working, eco-friendly insurance policies, and workplace sustainability programs are reshaping how employers attract and retain talent—especially among younger, socially conscious employees.

Mental and Financial Health at the Forefront

Dr. M.Selemogwe-Matsetse led a compelling session on the growing mental health crisis in the workplace. “A mentally healthy workforce is the foundation of any productive business. Employers must embed psychological wellness into their operations—not as a perk but as a strategic necessity,” she said.

Meanwhile, Lebogang Monyatsi presented on financial wellness, exposing the toll of economic uncertainty on employee productivity. “Financially stressed workers are not only less productive, but also more prone to absenteeism and mental health challenges. Wellness must include budgeting support, debt management tools, and long-term savings plans,” he urged.

Data-Driven Wellness and the Diagnofirm Perspective

Representing Diagnofirm Laboratories, Chief Financial Officer Maran Senthil and Head of Anatomical Pathology Indrani Aich Das delivered a data-rich presentation on behalf of Diagnofirm CEO Dr. Mohammed Chand. They revealed startling workplace health trends, including that up to 30% of the screened workforce shows signs of hypertension or pre-diabetes—often without knowing it.

“A healthy workforce is a strategic asset,” Senthil noted. “Occupational health screening reduces absenteeism, improves morale, and enables early interventions.” Aich Das added, “Botswana’s workplace wellness future must be shaped by data, not guesswork. Preventative screening isn’t a cost—it’s a long-term investment.”

The Role of Employers in Driving Change

Robust panel discussions formed a critical part of the convention, exploring how employers can embed sustainability, mental health, financial literacy, and diversity into their employee value propositions. Panellists from the medical, insurance, and HR sectors stressed that leadership must move from rhetoric to action—by budgeting for well-being, leading with empathy, and holding executives accountable for people outcomes.

One panelist observed: “Employees no longer work for salaries alone—they work for meaning, balance, and value alignment. Companies that ignore this reality do so at their peril.”

Pension Reform and Inclusive Design

Dr. Thuto Mahlanza, Director of the Retirement Funds Department, spoke on reforms needed in the pension ecosystem. With over 60% of the workforce still uncovered by pensions, he called for broader coverage, improved adequacy, and integration of ESG-aligned investment strategies.

Kadene Gibbs and Felicia Sibiya added further insights on Diversity, Equity, and Inclusion (DEI), revealing gaps in current benefit structures. “Exclusion is often invisible—like mental illness being omitted from disability policies. We must build benefits that serve all, not just the average employee,” Gibbs stated.

Looking Ahead

In closing, Lesetedi reminded delegates that a truly resilient company is one that cares. “We have a duty—not just to pay salaries, but to enable people to live meaningful, well-supported lives. And in doing so, we ensure the longevity and humanity of our organisations.”