Chatswood serves the life and health insurance sector in New Zealand with market intelligence, data, and bespoke consulting services. Some of these are provided in conjunction with Quality Product Research Limited - a subsidiary that brings you Quotemonster.
We believe that good decisions are more likely to occur when we have good information about the market environment in which we operate. Intuitive leaps and creative decisions are always required, of course, but the more they are based on a firm foundation of observation, the better they tend to be.
nib launches an AI-driven symptom checker
nib has launched an AI-driven symptom checker, to help direct kiwis to the appropriate treatment, based on their needs.
nib has launched an AI-driven symptom checker, to help direct kiwis to the appropriate treatment, based on their needs. The symptom checker is available to all nib health policyholders through the my nib app.
Users input their symptoms and the symptom checker gives information on possible conditions as well as when and where to seek care. For a limited time, users advised to book a telehealth GP appointment will be able to get an appointment with Tend’s nationwide online GP service, at no additional cost.
nib New Zealand Chief Executive Officer, Rob Hennin, said
“It’s part of nib’s mission to help Kiwis take a more proactive approach to their health and wellbeing no matter where they are… AI-powered health tools, such as symptom-checkers, can help keep non-urgent medical cases out of hospital emergency departments, relieving some of the pressure on hospitals and emergency department staff, and help ensure people get the right level of medical attention.”
The symptom checker platform was developed by Infermedica and has been used in more than 30 countries, reaching more than 17 million users internationally.
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The ANZIIF Group Life Seminar is on 3 September in Sydney
Level 5 certificate to remain the minimum requirement for advisers
INFINZ seek feedback on 'Shifting the Dial on Diversity' report
New Zealand’s unemployment rate rises to 4.6% in the June quarter
IFINZ publish report on diversity
The Institute for Finance Professionals New Zealand Inc (INFINZ) has published a report on diversity, Insights Research in Support of a Diversity, Equity & Inclusion Action Plan for INFINZ, 2024. In particular, the report focuses on Māori representation and inclusion across the finance sector, and women’s representation in senior roles.
The Institute for Finance Professionals New Zealand Inc (INFINZ) has published a report on diversity, Insights Research in Support of a Diversity, Equity & Inclusion Action Plan for INFINZ, 2024. In particular, the report focuses on Māori representation and inclusion across the finance sector, and women’s representation in senior roles.
Barriers to Māori representation and inclusion included: lack of representation at senior levels to drive change; a lack of representation at all levels; Māori values not being understood or embraced. Barriers identified for women’s representation in senior roles included: recruitment practices and networking practices not favouring women; an unwelcoming finance sector public image; needing flexible working and strong paid parental leave policies in place; current leaders being resistant to change; career breaks for childcare/caregiving roles.
Stakeholders came up with a range of ideas for how to implement change. For Māori representation and inclusion, ideas included: showcasing Māori role models; connecting with iwi and Māori community networks; inclusive recruitment, including targeting and investing in young people; quotas and targets; embracing te ao Māori; recognising and remunerating for cultural practices; having a Māori network in the finance sector; building a charter or accord, supported by training and resources.
For women’s representation in senior roles, ideas for change included: inclusive recruitment; showing women role models in the sector; having quotas and targets; have coaching, mentoring and sponsorship programmes; offering flexible promotion pathways and roles/support for those returning to the workforce; strong paid parental leave policies; building a charter or accord, supported by training and resources.
Of the ideas for change, INFINZ have narrowed these down to a list of actions areas to consider as part of its future DEI activity. The areas for consideration include: a communications and awareness campaign; te ao Māori training and education; supporting the development of a Māori finance network; a Tūakana Tēina network and a DEI organisational network; scholarships; male allyship programmes; training and development for parents returning to work; advocacy and support. They also consider supporting a charter or accord covering recruitment practices; gender and ethnic pay gap reporting; cultural safety programmes; remuneration for cultural services; having women on recruitment panels and shortlists; paid parental leave top-ups and the ability to be promoted while on leave; paid parental leave targeting men; increasing the availability of high-quality part-time roles; implementing returner programmes and policies.
We’d be interested in hearing your views – what does your organisation currently do well? What initiatives would you like to see implemented?
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The Cardiac Society calls on Pharmac to cover heart failure drugs
Hays publish salary guide
Hays have published their Salary Guide for FY24/25.
Hays have published their Salary Guide for FY24/25. Of note, the extreme skills shortage is lessening yet there is a hesitancy for businesses to take on new hires, due to macro-economic conditions.
Their survey data highlights the importance of brand reputation; diversity, equity and inclusion policies; and environmental, social and governance strategies in attracting talent. Once an employee starts, team culture and job security are the biggest reasons an employee plans to stay with their employer. A huge 82% of employees said that team culture is the most important factor in their decision to stay with their current employer, and 64% said that continued remote or hybrid working was important. More than 77% of employees are currently looking or planning to look for a new job within the next 12 months, with the rising cost of living being the most cited reason (64%).
Currently, 97% of organisations offered a hybrid working model, with 74% not expecting their hybrid work offering to change in the year ahead. This tracks closely with employee wants, with 92% preferring a hybrid mode of working.
86% of organisations are planning on offering pay rises in the year ahead, though the value of the salary increases is dropping, at odds with employee expectations, with 61% of employees expecting an increase of more than 3%. 71% of employees stated that a pay rise was the most important factor to their career in the year ahead but benefits also featured highly in priorities – with learning and developing technical skills (63%) and being able to work flexibly (54%) being important to people.
The survey had 15,324 respondents across Australia and New Zealand, across both employers (6,461) and employees (8,863).
More news:
mySolutions webinar 'nib - Navigating Health Insurance' 10 July
Financial Advice NZ Professional Ethics Workshop 30 July
Aplus Compliance has merged with Strategi Compliance
The Co-operative Bank share $2.5 million with 135,000 of their customers
Westpac offer financial support to customers affected by the extreme weather events
TAP looking for a Group Senior BAS Accountant
Select committee against bill to limit use of KiwiSaver as part of pay package
Jon-Paul Hale critiques insurers' use of “MedSafe indicated” wording in policies
Jon-Paul Hale critiques insurers' use of 'MedSafe indicated' wording in policies, saying if clinicians and customers were more aware of what the wording meant they may change their treatment plans.
Jon-Paul Hale critiques insurers' use of 'MedSafe indicated' wording in policies, saying if clinicians and customers were more aware of what the wording meant they may change their treatment plans to ensure that coverage extends to the use of the medicine.
In policy wordings, “MedSafe indicated” can significantly limit access to treatment; where MedSafe guidelines include "indicated first-line treatment", this means the medication is only authorised for use as the first treatment. Hale suggests that clients consider any mediations with ‘first-line’ indications may wish to be treated with these medications first, as insurers are unlikely to approve them for later use.
What may surprise you is that many, many, medicines are prescribed that are outside Medsafe indications. Some are prescribed even though the medicine is unapproved for any purpose in New Zealand. Several insurers will not cover medicines that are unapproved. Obtaining a Medsafe approval for the use of a medicine can be time consuming and expensive. We are a small market and some disorders are rare. That means that while it may be economically viable to gain approvals in the United States and Europe, sometimes the New Zealand market may be too small for these companies to consider seeking approval economically viable, especially when some medical professionals will still prescribe an unapproved medicine.
At Quality Product Research Limited we are committed to ensuring that research scores are descriptive of these differences, which are increasingly important. There is a review of the non-PHARMAC coverage item in our health / medical insurance research which is being consulted on right now. If you would like to participate in the review please contact us. Results of the review will be announced at our forthcoming national roadshow which runs from 23 July to 29 August. Register for the roadshow, at a venue near you, here.
References:
Medsafe – about and role: https://www.medsafe.govt.nz/other/about.asp
Medsafe – use of Unapproved Medicines and Unapproved Use of Medicines: https://medsafe.govt.nz/profs/riss/unapp.asp#need
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Partners Life campaign top in the 2023 Global Effie Rankings - insurance category
AIA recognised as one of the most diverse insurance companies
AM Best withdraws ratings for Accuro
Philip Macalister discusses research on areas advisers can improve in
Retirement Commissioner proposes 15 recommendations aimed at enhancing KiwiSaver
The FSC continues to call for review into KiwiSaver settings
Health New Zealand orders hiring freeze on all non-frontline roles
Fidelity Life and Kaplan Professional join together to deliver Career Connect training
Fidelity Life has partnered with Kaplan Professional to deliver their Career Connect financial adviser training programme. Kaplan Professional will join as the programme’s education provider, in conjunction with Massey University.
Fidelity Life has partnered with Kaplan Professional to deliver their Career Connect financial adviser training programme. Kaplan Professional will join as the programme’s education provider, in conjunction with Massey University. Kaplan Professional will fund a new Women in Finance Scholarship, to join Fidelity Life’s existing six scholarships.
Applications are open for Career Connect’s 2024 intake, with 30 places, including 7 scholarships, available. The programme runs from May until December 2024.
The scholarships available are:
Women in Finance scholarship brought to you by Kaplan Professional, designed to assist female applicants to become financial advisers
Rural scholarship brought to you by FMG, designed for applicants with a rural connection
Pounamu scholarship, designed to assist Māori applicants
Kōwhai scholarship, designed to assist Pasifika applicants
Rāngi Po scholarship, designed to support underrepresented identities in our industry.
Toe Toe scholarship, designed to recognise outstanding young applicants.
Pāua scholarship, designed to recognise outstanding applicants who demonstrate excellence.
Kaplan Professional CEO Brian Knight said
“Programs like Career connect provide the ideal launchpad for a bright future in financial advice, so we are delighted to collaborate with Fidelity Life on what we believe is a terrific initiative to strengthen New Zealand’s talent pipeline.”
“We also remain steadfast in our commitment to encouraging and promoting diversity within the industry, so we are thrilled to be able to provide a scholarship for women in every intake of the program.”
There is a free online career evening on March 19 where those interested can find out more about becoming a financial adviser, what being a financial adviser is really like and how Career Connect can support you to gain the qualifications and skills necessary to become a successful financial adviser.
More daily news:
Westpac introduces the LanguageLoop interpreting service
ANZ discloses slight improvement in its gender pay gap for 2023
Survey finds 62% of kiwis feel KiwiSaver contributions should be compulsory
The Co-operative bank is hosting a webinar on 12 March about proposed governance changes
The New Zealand Health Survey found roughly a million New Zealanders missing out on seeing their GP
New campaign tries to lure NZ health workers to Australia
Kordia study highlights toll cyberattacks take on New Zealand's large businesses
Asteron Life and AIA awarded at the ANZIIF NZ Insurance Industry Awards
The Australian and New Zealand Institute of Insurance and Finance (ANZIIF) held the 11th New Zealand Insurance Industry Awards on 22 November. Asteron Life were awarded the Life Insurance Company of the Year award. AIA were recognised as winners of the Excellence in Workplace Diversity and Inclusion (D&I) and Excellence in Environmental, Social and Governance Change categories.
The Australian and New Zealand Institute of Insurance and Finance (ANZIIF) held the 11th New Zealand Insurance Industry Awards on 22 November.
Asteron Life were awarded the Life Insurance Company of the Year award. It is the fourth time they have won this award, having also won it in 2013, 2014 and 2021. Judges were impressed by Asteron Life’s Voice of Customer program, which provides insights into the customer experience; their high customer satisfaction scores overall; their policy wordings being accredited with the WriteMark standard; and attention to helping customers with affordable levels of cover. In particular the judging panel praised the variety of customer and people initiatives Asteron Life have implemented, ranging from Connected Care to Kids Cover to a Professional Supervision Programme.
AIA were recognised as winners of the Excellence in Workplace Diversity and Inclusion (D&I) and for Excellence in Environmental, Social and Governance Change. At AIA all leaders are expected to take responsibility for DE&I measures in recruitment, development, remuneration and the overall workplace environment. AIA recently achieved the Accessibility Tick and implemented a Menopause Tookit initiative. AIA has a five-pillar ESG strategy that incorporates sustainable operations, investment, health and wellbeing, people and culture and effective governance. They have committed to being net zero by 2050 and have already put in place many actions to work towards that goal, including new buildings aligning with green standards. They are committed to ethical investment and have a co-created employee wellbeing strategy in place.
More daily news:
Fidelity Life are holding three Adviser practice manager and admin summits across NZ in February
Fidelity Life are accepting registrations of interest for Adviser Edge 2024
Fidelity Life's last commission run for 2023 is 28 December
Southern Cross announce winners of the 2023 Southern Cross Health Insurance Wayfinder Awards
ASB launch two new Aggressive Funds
Pinnacle Life voted Most Trusted Online Life Insurance Company
Graeme Edwards takes on role of Lifetime Group director and chairman
FSC circulate submission template for feedback on FMA's approach to outcomes focused regulation
The FSC has released details of the Conference 2023 panels and sessions
The Financial Services Council (FSC) has released details of some of the key events of interest to those in the life insurance and health insurance sectors at the Building Consumer Confidence Conference 2023.
Of interest to the Health Insurance sector:
15 August – Member only session - The great Genetics Debate – creating a win-win for customers
16 August - Breakout session - The future of the Health System in NZ: Public and Private innovating together?
16 August - Breakout session - Equity and Fairness in the Health System
Of interest to the Life Insurance sector:
15 August – Member only session - The great Genetics Debate – creating a win-win for customers
16 August - Breakout session - Be Confident, Be Courageous: what insurance do customers really need?
16 August - Breakout session - Is there a Golden Egg? Balancing of technology, legislation and innovation
More daily news:
FSC release the Climate Scenario Narratives for the Financial Services Sector
Lawyer sues Asteron Life in the Court of Appeal for alleged life insurance contract breach
Southern Cross awarded top 10 in the Kantar Corporate Reputation Index
ACC's latest Innovation Fund for recovery at work projects is now open
New ruling from IRD regarding GST and Directors' and board members' fees
AIA NZ has been awarded the Accessibility Tick
The Co-operative Bank announce full-year profit before tax of $18.8m for the period ending March 31
Tomorrow, Today, Event Series: The AI Revolution – Sustainability event on Jun 27
Stats NZ confirms NZ dipped into recession
Data for Australia shows overall life insurance inflows saw a modest increase of 2.5%
Government to increase the number of funded medical students from 2024
Good Returns has six marketing tips for mortgage advisers
Government announces a five-year focus on tackling rheumatic fever and rheumatic heart disease