Arthur J. Gallagher & Co. · NYSE:AJG
Arthur J. Gallagher & — Investor Presentation (2025)
37 slides from Arthur J. Gallagher &'s investor presentation, 2025
Slide 1: 2025 Australia Workforce Trends Tour
@» Gallagher 2025 AUSTRA IA WORKFORCE TRENDS TOUR In association with: Maxxia oS RemServ WORKPLACE OPTIONS
Slide 2: In association with
In association with: Maxxia = —_# — RemServ WORKPLACE OPTIONS
Slide 3: Dr James Allen (PhD, Org. Psych)
Dr James Allen (PhD, Org. Psych) Director People Experience & Innovation PhD Organisational Psychology Bachelors of Psychological Science (Honours 1) Dr. James Allen is a highly accomplished executive psychologist with over 18 years’ experience in private and public organisations, delivering transfo
Slide 4: Gallagher 2025 Workforce Trends: Workplace Wellbeing Index
Gallagher 2025 Workforce Trends: Workplace Wellbeing Index Australia’s largest and most comprehensive study into employee wellbeing Over 2,500 Year on year participants comparisons Data-driven Practical decisions insights ©2025 ARTHUR J. GALLAGHER & CO. 4
Slide 5: Workplace Wellbeing
Workplace Wellbeing
Slide 6: Definition of workplace wellbeing
Definition of workplace wellbeing Feeling healthy and experiencing fulfilment and purpose at work. Feeling emotionally & Work purpose physically healthy
Slide 7: Warning signs
Warning signs 2% 1% 1% 2% 2% 3% Confidence in Overall Engagement Intention to action being Absenteeism Burnout wellbeing stay taken after providing feedback on wellbeing 2025 (51%) 2025 (56%) 2025 (67%) 2025 (50%) 2025 (41%) 2025 (26%)
Slide 8: What shapes wellbeing
What shapes wellbeing 1. Mental health 2. Sense of purpose in life 3. Physical health 4. Sense of belonging at work 5. Role has meaning and purpose Note: The order above is based on regression and relative weights analysis that examines the proportion of explained variance in employee wellbeing acco
Slide 9: Workplace Wellbeing
Workplace Wellbeing
Slide 10: The Human Lens on Wellbeing
The Human Lens on Wellbeing Introducing our wellbeing workers Thrivers (34%) Wellbeing • Be maintaining changes • Have access to benefits to support financial wellbeing • Be a manager or senior leader Intentions to stay Engagement Survivors (58%) • Be considering or planning to make changes • Have b
Slide 11: The Wellbeing Workers
The Wellbeing Workers Thrivers Over 30% use generative Wellbeing AI on a daily basis. Favourable Neutral Unfavourable Survivors Intentions to stay Engagement Mental Health 75% 17% 8% Physical Health 62% 23% 15% Personal Finances 65% 19% 16% Career Satisfaction 84% 12% 4% Strugglers Role Going above
Slide 12: The Wellbeing Workers
The Wellbeing Workers Thrivers Over 1 in 3 are Wellbeing experiencing burnout. Favourable Neutral Unfavourable Survivors Intentions to stay Engagement Mental Health 52% 27% 21% Physical Health 54% 27% 18% Personal Finances 42% 28% 30% Career Satisfaction 49% 34% 17% Strugglers Role Going above and p
Slide 13: The Wellbeing Workers
The Wellbeing Workers Nearly 20% have Thrivers experienced workplace violence Wellbeing over the past 12 months. Favourable Neutral Unfavourable Survivors Intentions to stay Engagement Mental Health 39% 19% 42% Physical Health 30% 36% 34% Personal Finances 27% 19% 53% Career Satisfaction 15% 24% 61%
Slide 14: Benefits by persona
Benefits by persona Importance vs. offered Survivors Strugglers Thrivers Professional training and development Flexible working arrangements Additional annual / holiday leave options 72% 66% 72% 72% 56% 23% Flexible working arrangements Additional annual / holiday leave options Flexible working arra
Slide 15: Benefits are not enough
Benefits are not enough Why work environment and job design are critical Thrivers Survivors Strugglers The support you receive from your leader 85% 50% 11% The extent to which you can be yourself at work 90% 64% 30% The level of focus your organisation places 84% 48% 10% on your wellbeing The level
Slide 16: The price of inaction
Burnout The price of inaction Our struggler persona highlight Presenteeism the real cost of burnout 32% 2 in 3 Experiencing burnout Over half 7% 8% report experiencing mental health related injury at work in last 12 months Thrivers Survivors Strugglers
Slide 17: Barriers are only increasing
Barriers are only increasing 3% 4% 1% 5% 1% Budget Senior leadership Competing Internal Previous support priorities capability experience with wellbeing strategies 2025 (50%) 2025 (37%) 2025 (37%) 2025 (29%) 2025 (15%)
Slide 18: Why action matters
Why action matters The business case Companies with better workplace wellbeing outperform the market Reduce risk Reduce costs Increase productivity Improve attraction & retention Source: De Neve, Kaats and Ward, 2024, Indeed. Top 100 lists based on work wellbeing score, rebalanced annually
Slide 19: Trust is fundamental
Trust is fundamental Moving from knowing to doing Confident action will be taken following feedback 73% 73% Thrivers are confident in action being taken following providing feedback Less than 10% 20% of strugglers 7% Thrivers Survivors Strugglers
Slide 20: Attraction and Retention
Attraction and Retention
Slide 21: Considerations when joining
Considerations when joining What is front of mind? 27% 26% 15% 15% 14% 12% 11% 10% 10% 10% 9% 9% 9% 8% 8% 7% Remuneration, Meaningful work Focus on safety, Flexible ways of Career growth Supportive and Culture Brand, mission, reward and benefits health and working capable leadership purpose and valu
Slide 22: The must haves
The must haves Essential benefits for a thriving workforce Flexible working Professional training Career arrangements and development development Importance 68% Importance 65% Importance 56% Offered 59% Offered 62% Offered 49%
Slide 23: The differentiators
The differentiators Spotlighting the benefits that make a difference Category Benefits Importance Offered Gap Insurances Private health insurance 50% 26% -24% Financial Financial education 49% 28% -21% Insurances Life / Total and permanent disability insurance 49% 28% -21% Financial Financial manage
Slide 24: Ones to watch
Ones to watch Creating a progressive offering Category Benefits Importance Offered Gap Health Menstrual and menopause leave 41% 21% -20% Health Family building / fertility support 41% 24% -17% (e.g. reimbursement, paid leave) Financial Childcare benefits 36% 20% -16% Health Mental health education 4
Slide 25: Readiness to act
Readiness to act Stages of change The wellbeing journey is important as it highlights the opportunity to support employees proactively in strengthening wellbeing, and to avoid waiting until things are at breaking point. Returning to old habits Considering change Planning for change Taking Action Mai
Slide 26: The moments that matter to employees
The moments that matter to employees When are benefits front of mind? 40% 35% 34% 35% 35% 35% 32% 32% 31% 32% 30% 30% 27% 24% 18% Starting a new job Personal life change (e.g. Your physical health Your mental health Your personal finances buying house or car, marriage, planning a family) Thriving Su
Slide 27: The moments that matter to employees
The moments that matter to employees When are benefits front of mind? 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Starting a new job Personal life change (e.g. Your physical health Your mental health Your personal finances buying house or car, marriage, planning a family) 18 - 24 25 - 34 35 - 44 45 - 54 5
Slide 28: Connecting employees with benefits
Connecting employees with benefits Preferred communication channels 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Benefits portal Face to face Coworkers Intranet Line manager Digital total reward Virtual Meetings Printed total events statement reward statement 18 - 24 25 - 34 35 - 44 45 - 54 55 - 64 65+
Slide 29: What is driving retention?
What is driving retention? Career Role has Sense of Support you Connection to satisfaction meaning and belonging at receive from organisation’s purpose work your leader purpose and values 29
Slide 30: Turning insight into action
Turning insight into action A canvas to guide your next step 1 2 3 Strategic Employee voice Leadership alignment & co-creation capability 4 5 6 Work design & Benefits & value Recognition & psychosocial risk alignment appreciation 7 8 9 Inclusive & safe Purpose, strength Assessing impact environment
Slide 31: Morning tea break
Morning tea break Share an insight on LinkedIn, tag and follow @GallagherAustralia and add #WorkforceTrends for your chance to win!
Slide 32: Transformative wellbeing initiatives
Transformative wellbeing initiatives Success stories from leading organisations Silvia Pothoven Natalie Paul James Callender National Manager, Corporate Benefits Executive General Manager Business Solutions Director ANZ Gallagher Maxxia/RemServ Workplace Options With her two decades of experience, N
Slide 33: Break
Break Share an insight on LinkedIn, tag and follow @GallagherAustralia and add #WorkforceTrends for your chance to win!
Slide 34: The burnout epidemic: Causes, consequences, and solutions
The burnout epidemic: Causes, consequences, and solutions Jacqui Elliott Christian Mainguy Dr. Jeffery Scott Principal HR Consultant Senior Global Consultant Head of Advice Strategy Gallagher Workplace Options Metlife Australia Jacqui is a leading expert in Industrial Christian worked on enhancing t
Slide 35: Your committed action
Your committed action Insights driving action Connect with Workplace wellbeing Wellbeing resources an expert today canvas worksheet & services Scan the QR code, reach out Follow-through on the actions in The QR code on your lanyard to any of our team or email your worksheet or reach out to gives you
Slide 36: How we can help
How we can help Connecting people strategy and business outcomes Employee Leadership Data-driven Respectful Value and team insights workplaces Proposition performance Group Health insurance insurance Financial wellbeing program Injury management
Slide 37: 2025 Australia Workforce Trends Tour
Gallagher 2025 AUSTRALIA WORKFORCE TRENDS TOUR In association with: Maxxia RemServ a WORKPLACE OPTIONS eS