WSB talks to Bluecrest managing director Peter Blencowe about winning the Best Use of Technology for Benefits award.
What does it mean to win this award?
When you are choosing a healthcare supplier, as well as the basics of ensuring they are fully up to speed with compliance (GDPR, data regulations and so on), it is also important that the latest technology benefits your staff in the service they experience.
This award reflects the investment Bluecrest Wellness has made in systems - and, importantly, how systems have benefitted staff in a measurable way.
Judges comment: "Bluecrest is a firm using technology to provide an innovative, very competitively priced product."
What do you believe sets you apart from your peers?
Sadly, a "take it or leave it" approach has characterised the health screening sector for decades, with most hospital providers offering a handful of expensive packages that customers can choose.
Our investment in technology allows us to tailor screening tests to the precise needs of employees, ensuring they have the most relevant checks, with the best value and convenience.
What are the key challenges facing your clients and how are you helping them address them?
In the past, health screening was perceived as a "perk" for senior executives in a company, where they took a day off work for a series of expensive tests in a hospital. That old-fashioned approach also seems to have been designed mainly for conditions affecting older men.
The Bluecrest service uses technology to do things completely differently; ensuring employees receive the most relevant tests, in the most cost-effective manner, at the most convenient locations.
There is no point putting a healthy 30-year-old on a treadmill for a dynamic heart check, if health checks for other things - from diet/nutrition to fertility may be more relevant to her current needs.
Our systems allow over 2,000 combinations of tests, all tailored to an individuals' age, gender, lifestyle, health concerns, family and personal medical history (see www.bluecrestwellness.com for more details). For companies facing the challenges of driving engagement and being perceived as a caring employer, we help them truly demonstrate the value they place on their most important asset: their staff.
How will you continue to improve your services to clients over the coming 12 months?
We intend to continue our investment in technology, with new platforms that further improve the tailoring of health programmes to individual needs. We will further integrate mobile technology with health screening data. Our goal is to provide solutions that employees love and that makes a measurable impact to their health and wellbeing; and overall, that builds a healthy, happy and productive workforce.
This week's edition of Professional Pensions is out now.
Nearly 60% of UK employers consider defined contribution (DC) master trusts to be the "most suitable" pension fund for their employees, according to research by Buck.
Companies which have tried to dodge their pension duties by changing their identities are being "hunted" by The Pensions Regulator (TPR) in a crackdown on non-compliance with auto-enrolment (AE).
Removing liquidity restrictions would enable DC funds to capitalise on the potentially higher and safer returns that DB schemes have benefitted from, says Patrick Marshall.