{"id":35612,"date":"2026-09-09T07:05:47","date_gmt":"2026-09-09T11:05:47","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/?p=35612"},"modified":"2026-09-09T12:50:22","modified_gmt":"2026-09-09T16:50:22","slug":"ey-human-skills-bonus-glp1-employer-dropout-2027","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/ey-human-skills-bonus-glp1-employer-dropout-2027\/","title":{"rendered":"EY Bets $100M on Human Skills"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">In this week\u2019s episode, Nick and Geoff cover two timely benefits stories. First, EY announces a $100 million bonus pool for employees who demonstrate human skills, a notable signal from one of the world\u2019s largest consulting firms about what it still values in an AI-saturated environment. Then, a Business Group on Health survey reveals that 14% of US employers have dropped or plan to drop GLP-1 coverage from their 2027 benefits. Nick and Geoff debate where employer adoption goes from here.<\/p>\n\n\n\n<div class=\"video-embed\" style=\"position:relative;padding-bottom:56.25%;height:0;\">\n<iframe src=\"https:\/\/www.youtube.com\/embed\/TXzGNjKlkfc?si=tzB4IkhlLtVmy_YM\" title=\"EY Bets $100M on Human Skills\" style=\"position:absolute;width:100%;height:100%;top:0;left:0;\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen=\"\">\n <\/iframe>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<div class=\"row justify-content-between\">\n<div class=\"cs-btn-light text-center mb-4 col-12 col-md-6 pr-md-4\">\n <a class=\"cs-button d-flex align-items-center justify-content-center w-100\" href=\"https:\/\/podcasts.apple.com\/us\/podcast\/ey-bets-%24100m-on-human-skills\/id1869414001?i=1000788619907\" target=\"_blank\" style=\"gap: 8px\">\n\n<img decoding=\"async\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/03\/Apple-Podcasts-logo.png\" alt=\"Apple podcast\" loading=\"lazy\" class=\"h-auto\" style=\"width: 24px\">\n\n<span style=\"font-size: 20px\">Listen on Apple Podcasts<\/span>\n<\/a>\n<\/div>\n\n<div class=\"cs-btn-light text-center mb-4 col-12 col-md-6 pl-md-4\">\n <a class=\"cs-button d-flex align-items-center justify-content-center gap-3 w-100\" href=\"https:\/\/open.spotify.com\/episode\/6L4UspK0IAFFw1hWLTGyD4?si=Tf62tomoQDOp-OcjgUAszA\" target=\"_blank\" style=\"gap: 8px\">\n\n<img decoding=\"async\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/03\/Spotify_White_Logo.png\" alt=\"Apple podcast\" loading=\"lazy\" class=\"h-auto pr\" style=\"width: 24px\">\n<span style=\"font-size: 20px\">Listen on Spotify<\/span>\n\n<\/a>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n<div style=\"border: 1px solid rgb(0 0 0 \/ 0.1); padding: 25px 25px 10px; border-radius: 8px; box-shadow: 0 4px 6px -1px rgb(0 0 0 \/ 0.1), 0 2px 4px -2px rgb(0 0 0 \/ 0.1);\">\n<h3 id=\"h-pressed-for-time-here-s-a-quick-summary\" class=\"wp-block-heading nitoc\">Short on time? Here are the key takeaways:<\/h3>\n<ul>\n<li><a class=\"Hyperlink SCXW135111334 BCX0\" href=\"https:\/\/www.cbsnews.com\/news\/ernst-young-human-focused-skills\/\" target=\"_blank\" rel=\"noreferrer noopener\"><span class=\"TextRun Underlined SCXW135111334 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW135111334 BCX0\" data-ccp-charstyle=\"Hyperlink\">EY has allocated $100 million<\/span><\/span><\/a><span class=\"TextRun SCXW135111334 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW135111334 BCX0\"> in bonuses for employees who <\/span><span class=\"NormalTextRun SCXW135111334 BCX0\">demonstrate<\/span><span class=\"NormalTextRun SCXW135111334 BCX0\"> human or people skills, signaling that in a consulting business built on client relationships, AI cannot replace the value of human judgment and connection<\/span><\/span><span class=\"EOP Selected SCXW135111334 BCX0\" data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":0,\"335559739\":0}\"> <\/span><\/li>\n<li><span class=\"TextRun SCXW25851695 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW25851695 BCX0\">Geoff, a former EY employee, notes that consulting is a business where the partner selling the engagement, putting a narrative around data, and building long-term client trust is doing work that AI simply cannot replicate, making the $100 million commitment less surprising than it might appear<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW59913670 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW59913670 BCX0\">Healthcare costs are rising well above general inflation, with health insurance costs up approximately 8.5% last year and projected to rise 9.2% for 2027, creating real budget pressure on employer benefits decisions<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW85886857 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW85886857 BCX0\">A Business Group on Health survey found that <\/span><\/span><a class=\"Hyperlink SCXW85886857 BCX0\" href=\"https:\/\/www.reuters.com\/legal\/litigation\/more-us-employers-drop-weight-loss-drugs-2027-healthcare-costs-increase-2026-08-25\/\" target=\"_blank\" rel=\"noreferrer noopener\"><span class=\"TextRun Underlined SCXW85886857 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW85886857 BCX0\" data-ccp-charstyle=\"Hyperlink\">14% of US employers have or plan to drop GLP-1 coverage<\/span><\/span><\/a><span class=\"TextRun SCXW85886857 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW85886857 BCX0\"> from their 2027 benefits, a meaningful difference considering <\/span><\/span><a class=\"Hyperlink SCXW85886857 BCX0\" href=\"https:\/\/blog.ifebp.org\/glp-1-drugs-survey-report-what-employers-are-and-arent-covering-in-2026\/\" target=\"_blank\" rel=\"noreferrer noopener\"><span class=\"TextRun Underlined SCXW85886857 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW85886857 BCX0\" data-ccp-charstyle=\"Hyperlink\">36% cover the drug for diabetes and weight loss<\/span><\/span><\/a><span class=\"TextRun SCXW85886857 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW85886857 BCX0\"> (60% cover it for diabetes only)<\/span><\/span><\/li>\n<li><span class=\"TextRun SCXW133850846 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW133850846 BCX0\">The key difference between enthusiastic GLP-1 adopters like Bank of America and the 14% walking away is <\/span><span class=\"NormalTextRun SCXW133850846 BCX0\">likely not<\/span><span class=\"NormalTextRun SCXW133850846 BCX0\"> disagreement about the drug\u2019s efficacy but workforce profile\u2014high-turnover employers bear the medication cost without capturing the long-term health benefits that justify it<\/span><\/span><\/li>\n<\/ul>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"episode-summary\">Episode Summary<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"eys-100-million-human-skills-bet\">EY\u2019s $100 Million Human Skills Bet<\/h3>\n\n\n<div class=\"wp-block-image center-mobile\">\n<figure class=\"alignright size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"2560\" height=\"2560\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-scaled.jpg\" alt=\"A cartoon illustration of three diverse professionals collaborating and sharing documents within interlocking gear circles, representing the importance of human skills such as teamwork, communication, and collaboration in the modern workplace.\" class=\"wp-image-35627\" style=\"width:337px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-scaled.jpg 2560w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-300x300.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-1024x1024.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-150x150.jpg 150w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-768x768.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-1536x1536.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-2048x2048.jpg 2048w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/09\/EYs-100-Million-Human-Skills-Bet-edited-96x96.jpg 96w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">EY has allocated $100 million in bonuses for employees who demonstrate human or people skills. Geoff, a former EY employee, offers useful context: EY has long had recognition programs that reward various types of contributions, and this feels like a formalization and scaling of that tradition with an explicit focus on the skill set most at risk of being undervalued in an AI-dominated moment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The business logic is easy to follow for a firm like EY. Consulting is, at its core, a people business. A senior partner wins business not through a better spreadsheet but through a relationship, a conversation, the ability to put a narrative around data that a client CEO finds compelling and actionable. Nick frames it sharply: at some point, outcomes have to matter, and in consulting, outcomes are inseparable from the human interactions that produce trust and insight. If an AI can generate the analysis, the human who can interpret it, contextualize it, and sell its implications is still doing irreplaceable work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The external pressure Geoff flags is equally important. EY\u2019s clients are increasingly sophisticated about AI and are likely asking harder questions about why consulting bills have not come down as AI improves efficiency. Explicitly celebrating human skills is EY\u2019s answer to that pressure\u2014a statement that the human layer is where the real value lives and that the firm is investing in it accordingly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nick also notes the important nuance that EY is not abandoning AI. They maintain a separate bonus pool for technology adoption alongside the human skills pool. The message is not AI versus people but AI and people, and the hundred million dollar commitment is a way of ensuring that the AI narrative does not crowd out the human one entirely inside the firm.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"why-14-of-employers-are-walking-away-from-glp-1-coverage\">Why 14% of Employers Are Walking Away from GLP-1 Coverage<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Health insurance costs rose approximately 8.5% last year and are projected to increase 9.2% for 2027, well above general inflation and creating real budget pressure on every employer\u2019s benefits decisions. GLP-1 medications, which represent an entirely new category of spend that did not exist five years ago, have become a hot topic in this environment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A Business Group on Health survey found that 14% of US employers have already planned to remove GLP-1 coverage from their 2027 benefits. For employees who have come to depend on that coverage, whether for weight management, diabetes control, or the growing range of secondary benefits the medications are showing, this represents a significant disruption. Open enrollment is approaching, and these employees are about to discover a meaningful benefit has disappeared from their plan.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nick\u2019s honest puzzlement is worth sitting with: how can Bank of America\u2019s Brian Moynihan go on CNBC and call GLP-1 spending a good investment with genuine conviction, while 14% of other employers are cutting the same benefit? Geoff\u2019s answer reframes the question helpfully: it is not really a disagreement about whether the drugs work. It is a disagreement about who captures the return on the investment. Bank of America runs a workforce of long-tenured knowledge workers where the company has a reasonable expectation of still employing those people when the long-term health benefits, reduced cardiovascular events, lower chronic disease costs, begin to show up in claims data. A high-turnover retailer employing people who cycle through every six to twelve months cannot make that same argument. They are paying for a benefit whose payoff is measured in decades, not quarters.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nick adds a nuance around the consumer market that changes how you think about this pullback. Unlike drugs purchased exclusively through employer plans, GLP-1s exist in a growing direct-to-consumer market where competition is already beginning to push prices down. Consumer markets drive prices in ways that employer-plan drugs historically have not experienced. If GLP-1 consumer prices continue to decline, the calculus for employers who have cut full coverage changes: a subsidy model, contributing $100 to $200 per month toward an employee\u2019s direct purchase, becomes more viable and more affordable even for employers who cannot sustain full coverage today.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"the-prediction-where-does-glp-1-adoption-go-from-here\">The Prediction: Where Does GLP-1 Adoption Go from Here?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">With 14% of employers dropping coverage, current adoption sitting at approximately 36%, and the consumer market expanding, Nick and Geoff close with a prediction: what does employer GLP-1 adoption look like in 2027?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Geoff\u2019s lean is toward a slight pullback, acknowledging that losing 14% is a significant headwind and that new entrants to coverage are unlikely to fully offset those departures in the near term. Nick pushes back with a case for stability or even modest growth: every new finding about GLP-1s seems to be positive, the drug\u2019s use cases are expanding rapidly, and the Bank of America endorsement carries real weight with other employers watching. The drug started as a diabetes treatment, became a weight loss medication, and is now showing benefits around addiction, cancer metastasis risk, cardiovascular health, and behavioral changes like reduced alcohol and nicotine consumption. It is genuinely hard to see a drug with that track record losing ground among well-informed employers over time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The most likely scenario, as both hosts acknowledge, is that the 36% figure masks significant movement in both directions: employers dropping coverage on one end while new adopters enter on the other, with the net number staying relatively flat while the underlying employer mix shifts. What is less uncertain is that the conversation around GLP-1s in benefits will not quiet down. The cost pressure is real, the efficacy data keeps getting stronger, and the consumer market is creating new models for coverage that did not exist two years ago.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"frequently-asked-questions\">Frequently Asked Questions<\/h2>\n\n\n\n <section class=\"faq-section\">\n <div class=\"faq-accordion\">\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_1\"\n type=\"button\"\n >\n Why is EY paying $100 million for human skills? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_1\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW93663500 BCX0\">EY <\/span><span class=\"NormalTextRun SCXW93663500 BCX0\">allocated<\/span><span class=\"NormalTextRun SCXW93663500 BCX0\"> $100 million in bonuses for employees who <\/span><span class=\"NormalTextRun SCXW93663500 BCX0\">demonstrate<\/span><span class=\"NormalTextRun SCXW93663500 BCX0\"> human or <\/span><span class=\"NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW93663500 BCX0\">people<\/span><span class=\"NormalTextRun SCXW93663500 BCX0\"> skills, alongside a separate pool for technology adoption. The decision reflects the reality that consulting is a relationship-driven business where client trust, narrative, and judgment cannot be replicated by AI. It also responds to external pressure from clients asking why consulting costs are not decreasing as AI improves efficiency. Rewarding human skills explicitly is both a cultural statement and a business strategy for a firm whose core value proposition is human <\/span><span class=\"NormalTextRun SCXW93663500 BCX0\">expertise<\/span><span class=\"NormalTextRun SCXW93663500 BCX0\">.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_2\"\n type=\"button\"\n >\n Are EY's human skills bonuses separate from AI adoption bonuses? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_2\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW209174537 BCX0\">Yes. EY <\/span><span class=\"NormalTextRun SCXW209174537 BCX0\">maintains<\/span><span class=\"NormalTextRun SCXW209174537 BCX0\"> both a human skills bonus pool and a separate pool for technology adoption, including AI usage. The firm is not framing it as AI versus people but as both being valued. The $100 million human skills commitment is notable precisely because it is additive, ensuring the human layer is not crowded out by the AI narrative internally.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_3\"\n type=\"button\"\n >\n Why are 14% of US employers dropping GLP-1 coverage for 2027? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_3\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW57930654 BCX0\">Healthcare costs are rising well above general inflation, with health insurance costs projected to increase 9.2% for 2027.<\/span><span class=\"NormalTextRun SCXW57930654 BCX0\"> GLP-1 medications <\/span><span class=\"NormalTextRun SCXW57930654 BCX0\">represent<\/span><span class=\"NormalTextRun SCXW57930654 BCX0\"> an entirely new category of spend that did not exist five years ago, and for many employers the cost is significant without a clear near-term return. The pullback is most common among high-turnover employers in retail and similar industries, where the long-term health benefits of GLP-1 coverage, reduced cardiovascular events and chronic disease costs, may materialize after the employee has already left the company.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_4\"\n type=\"button\"\n >\n How does workforce tenure affect the GLP-1 investment case? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_4\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW191758316 BCX0\">It is central to the disagreement between enthusiastic adopters like Bank of America and the 14% dropping coverage. Bank of America employs long-tenured knowledge workers who are likely to remain at the company long enough for the health benefits to show up as reduced claims costs. High-turnover employers bear the medication cost without a reasonable expectation of capturing that downstream return. The drug\u2019s efficacy is not really in dispute. Who <\/span><span class=\"NormalTextRun SCXW191758316 BCX0\">benefits<\/span><span class=\"NormalTextRun SCXW191758316 BCX0\"> from the employer\u2019s investment <\/span><span class=\"NormalTextRun ContextualSpellingAndGrammarErrorV2Themed SCXW191758316 BCX0\">is<\/span><span class=\"NormalTextRun SCXW191758316 BCX0\">.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_5\"\n type=\"button\"\n >\n What is the direct-to-consumer GLP-1 market and why does it matter for employers? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_5\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW34167946 BCX0\">Unlike drugs <\/span><span class=\"NormalTextRun SCXW34167946 BCX0\">purchased<\/span><span class=\"NormalTextRun SCXW34167946 BCX0\"> exclusively through employer plans, GLP-1 medications are available in a growing direct-to-consumer market where competition is driving prices down over time. This creates a path for employers who cannot sustain full coverage: a subsidy model, contributing a fixed monthly amount toward an employee\u2019s direct purchase, becomes more affordable and more practical as consumer prices decline. Nick argues this may <\/span><span class=\"NormalTextRun SCXW34167946 BCX0\">ultimately be<\/span><span class=\"NormalTextRun SCXW34167946 BCX0\"> the mechanism that keeps GLP-1 access <\/span><span class=\"NormalTextRun SCXW34167946 BCX0\">broadly available<\/span><span class=\"NormalTextRun SCXW34167946 BCX0\"> even as full employer coverage becomes harder to justify for some organizations.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n class=\"faq-question\" \n data-target=\"faq_6\"\n type=\"button\"\n >\n Where do Nick and Geoff predict GLP-1 employer adoption will be in 2027? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_6\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW149780323 BCX0\">Geoff leans toward a slight pullback from the current 36% adoption rate, given the 14% of employers already planning to drop coverage. Nick argues for stability or modest growth, pointing to the expanding evidence base for GLP-1 benefits and the likelihood that the Bank of America endorsement and similar public examples will bring new employers into coverage. Both acknowledge the number could stay <\/span><span class=\"NormalTextRun SCXW149780323 BCX0\">roughly flat<\/span><span class=\"NormalTextRun SCXW149780323 BCX0\"> as the mix shifts, with departures offset by new adopters, while the underlying conversation about access and cost continues to evolve.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <\/div>\n <\/section>\n\n \n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"full-episode-transcript\"><strong style=\"color: transparent; visibility: hidden; opacity: 0;\">Full Episode Transcript<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n <section class=\"faq-section toc-helper-accordion\">\n <div class=\"faq-accordion\">\n\n \n <div class=\"custom-accordion-item\">\n <button \n class=\"faq-question\" \n data-target=\"transcript_1\"\n type=\"button\"\n >\n <h2><span class=\"TextRun SCXW145257824 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"none\"><span class=\"NormalTextRun SCXW145257824 BCX0\" data-ccp-parastyle=\"heading 2\">Full Episode Transcript<\/span><\/span><\/h2>\n <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"transcript_1\" class=\"faq-answer\">\n <p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Welcome to the Wellable Weekly Podcast, where we talk about key topics and trends at the intersection of wellbeing, technology, and HR. I\u2019m Nick, and for our regular listeners, you\u2019re probably expecting me to say we have a special guest. We don\u2019t. We had a little technical issue. Geoff is on his pre-paternity leave, and so we were going to give him a little break. But he came in and filled in for us. Geoff is back. So Geoff, what\u2019s up?<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Just like a bad penny. Keep showing up. One more last hurrah here.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Exactly. Can\u2019t kick him off the show. Let\u2019s hop right into it. Two good articles about two topics we cover a ton. The first is about EY. That\u2019s your alma mater, right?<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Yeah, alma mater, that\u2019s right.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Geoff used to work at EY pre-Wellable. An article came out saying that EY has allocated $100 million in bonuses for employees who show people skills or human skills. The one caveat I would add is that they also have a bonus pool for technology adoption, which in this day and age is really paying people to use AI. So don\u2019t know how much to read into it, but either way I find it interesting.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> When I was at EY, we would get things called RAC awards \u2014 recognition and achievement rewards \u2014 for all sorts of contributions. This feels like the same vein, identifying a specific recognition for people skills. Consulting is one of those industries where it\u2019s such a people-centered business, now in the midst of a huge transformation. Your core business is human capital, but clients are starting to ask: how do you justify these consulting bills? Why can\u2019t you use AI, make this more efficient, drive costs down? So it\u2019s not surprising that EY is still trying to celebrate human skills and remind everyone that there is still a ton of value in softer, human-oriented skills. It can\u2019t all be tech.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Exactly. We\u2019ve talked about this in some form for the last six months or longer: at some point you\u2019re going to reward outcomes. In consulting, you\u2019re talking to a CEO of another company, giving them guidance, putting a narrative to data. Human skills have to matter. If you told me that EY, a big four consulting firm, gets more than $100 million of value from people skills, I believe that. The person or partner selling the business, selling a vision, putting a story to data \u2014 it has to be a people skills thing. The bond you build with your client is the thing that keeps bringing them back.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Right. And as a consultant, you\u2019re probably feeling it on both sides. Clients have high expectations for work products and cost. Internally you\u2019re still chasing the partner path and trying to establish yourself in a world where everyone is focused on token usage and AI efficiency. It\u2019s probably refreshing to have some light shine on the people element.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Good for the EY employees if this is incremental bonus funds. Presumably it means EY\u2019s business is doing well, which is a good segue into our next topic \u2014 GLP-1s.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">Just to set the landscape: healthcare costs in the US have always outpaced general inflation, but the last several years have been especially notable. Health insurance costs rose about 8.5% last year, and for 2027 they are expected to increase 9.2%. Way above inflation, and really challenging for employers, especially with demographic shifts compounding the pressure.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><span data-contrast=\"auto\">Into that environment, GLP-1s have become a flashpoint. What we\u2019re seeing from a Business Group on Health survey is that 14% of employers in the US have already planned to drop GLP-1 coverage from their 2027 benefits. We\u2019re heading into benefit season and open enrollment, and employees at these companies are going to discover a meaningful benefit has been removed.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> That\u2019s going to be a big change. We\u2019re having these conversations with clients who are asking about creative solutions: if we\u2019re not going to fully cover GLP-1s, maybe we offer a subsidy, cover $100 or $200 a month, and employees can go direct to the consumer marketplace where there are more options than ever and hopefully increasingly competitive prices. Maybe tie it to participation in a lifestyle program. But a full cut of that benefit could be a pretty dramatic change for employees who are counting on it.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> The thing I really struggle with is how you can have someone like Bank of America CEO Brian Moynihan go on CNBC and tout the spend on GLP-1s with pride \u2014 hundreds of millions of dollars \u2014 and call it a good investment, and then have 14% of other employers coming to a completely different conclusion. How do they see what\u2019s happening in their organization and arrive at such a different view?<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> I\u2019d push back a little: not every company has the resources of Bank of America, or the luxury of waiting for a longer-term payback. Employees may not even stay with the company long enough to generate the positive health outcomes. It could just be: we believe this is a great thing, but in the near term our costs are out of control and we just don\u2019t have that luxury.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> That\u2019s fair, and I\u2019d double down on it. Bank of America, especially the Merrill Lynch investment banking division, is a heavy knowledge worker group where the people you have are really critical. Other employers in retail are built for high turnover. If you\u2019re cycling through employees every six to twelve months, a lot of that GLP-1 investment just walks out the door.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Right, so they\u2019re on the cusp of whether this makes sense to continue, and the cost pressure probably just pushed it over the edge.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> The other thing worth considering is the consumer market angle. GLP-1s have a large and growing direct-to-consumer market \u2014 much like products in sexual health or hair loss, there are people purchasing these outside employer plans entirely. Consumer markets drive down prices in ways that employer-plan drugs historically have not experienced. If you\u2019re a drug purchased exclusively through an employer plan, the entry price is the floor \u2014 it only goes up. But if GLP-1 consumer prices keep declining through competition and scale, employers who cut full coverage today might anchor their future subsidy contributions to a much lower consumer price point. If you\u2019re a believer in GLP-1s as beneficial for population health, the best thing that could happen is for the consumer market to grow and push prices down significantly.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Especially since $100 to $200 a month right now likely wouldn\u2019t cover a full subscription. But at some point it might, and if enough consumer market activity drives prices down, employers can stay involved and support a meaningful benefit without the full coverage burden they are struggling with today.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Here\u2019s my prediction question: if employer GLP-1 adoption is currently around 36%, and we\u2019re going to lose 14% of those employers, what does that number look like in 2027 \u2014 higher, the same, or lower?<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> I\u2019d say lower. What would you say?<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> I\u2019d lean toward the same, and maybe even a little higher. The reason is that I have never seen a drug where virtually every new news story is positive. It started as a diabetes drug, became a weight loss drug, and now it\u2019s showing benefits around addiction, social media use, gambling, drinking less, smoking less, certain cancers not metastasizing. Every study seems to add to the positive column. It\u2019s hard to see a drug with that track record losing ground among well-informed employers. Enough new employers will see the Bank of America interview, look at the data, and decide it\u2019s worth it.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> It\u2019ll find a way. Something that impactful tends to find a way.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Nick:<\/span><\/b><span data-contrast=\"auto\"> Brian Moynihan saying it\u2019s a good investment on CNBC probably moves a few employers off the fence.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n<p><b><span data-contrast=\"auto\">Geoff:<\/span><\/b><span data-contrast=\"auto\"> Alright. Time will tell. I think that\u2019s probably a good place to wrap. Always nice to end on a prediction. Thanks as always to those who tune in. You can catch Nick and a great lineup of guests here for the next month or so on Apple Podcasts, Spotify, or wherever you get your pods. Be sure to subscribe to the Wellable Weekly Newsletter for a lot of great insights there. Thank you.<\/span><span data-ccp-props=\"{\"134233117\":false,\"134233118\":false,\"335559738\":240,\"335559739\":240}\"> <\/span><\/p>\n <\/div>\n <\/div>\n\n \n <\/div>\n <\/section>\n\n \n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Wellable Weekly breaks down EY&#8217;s $100 million human skills bonus pool, why 14% of US employers are dropping GLP-1 coverage for 2027, and what both decisions reveal about how companies are weighing AI investment against people investment right now.<\/p>\n","protected":false},"author":1,"featured_media":35613,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[23],"tags":[],"class_list":["post-35612","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcasts"],"acf":[],"yoast_head":"<!-- This site is optimized 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