Best printers for Home

Best Mixer Grinder

Best wired Earphones

Best 43 Inch TV in India

Best Wi Fi Routers

Best Home Theatre in India

Smart Watch under 5000

Best Laptops for Education

Best Laptop for Students

Pradeep, a HNI aged 65 recently underwent a simple hernia surgery and it cost him around Rs. 3.9 lakh at a reputed hospital in Delhi. Since he was covered by HNI health insurance, 90% of the costs were reimbursed. Normally it would have been a claim settlement of 100% but considering his age and because he had taken the policy only two years ago, 90% claim was settled. 
 Like Pradeep, many <keyword id="764292" type="UNKNOWN" weightage="20" keywordseo="high-net-worth-individuals">High Net-worth Individuals</keyword> (HNIs) are understanding the importance of health insurance policies. 
 
It is worth mentioning that health insurance policies are complex for HNIs as they are slightly different and specialised and a very important part of a financial plan. 
 
But it is vital too as hospitalisation expenses have increased and are expected to be on the rise, especially in the specialised areas. 
 
According to results of a cross-national survey on health conducted by National Sample Survey Office (NSSO) in 2014, the cost of treatment has risen at a double digit pace of growth outpacing average inflation. 
 
So, while taking insurance it is important to carefully read the fine print and check if it suits what you are looking for in case you get hospitalised. 
 
Here’s how a HNI can avail it. 
 
Only for HNIs 
 
There have been cases where HNIs have requested for cover against accidental damages caused by pets and even a specific case where an antique chandelier fell and got damaged. 
 
Today HNIs are no longer expected to buy regular insurance from companies as a bouquet of specialised products is now being made available for the market. 
 
Insurers have also begun to have separate categories of products only for meeting the needs of HNI clients, HNIs can avail the best medical treatment from top medical experts and these kinds of policies do not require any pre-policy medical test up to the age of 55 years for people with no medical history. 
 
Many insurance companies also offer international cashless treatment of specified critical illnesses and vaccination for animal bites. Several HNIs prefer their own private deluxe room for which not just room rates vary but also fees of the doctor changes. And all of this is covered under HNI health policy. 
 
Policy Matters 
 
Over the past couple of years, there is a trend where many health and general insurance companies are introducing plans specifically for HNIs. Naturally the premiums are higher and the cover can also go upto Rs 1 crore. 
 
Based on the rules and regulations, and pre-existing disease clauses, the full claim could be settled. Again, in the case of a few insurers because most claims are settled, an annual premium increase can also be seen. 
 
What is important to check whether their policies are portable to become individual health cover with the same features and get this in writing from the health insurance companies. Therefore, ideally it should be a feature of the policy and therefore part of fine print in the policy bond. 
 
Also, it is always recommended that an individual also take health insurance cover in addition to the cover he or she receives from his company. 
 
For instance, Suresh, aged 40, CEO of Zelma Ltd, had a company group insurance cover of Rs 1 crore which was not portable. Despite advised to take a personal health insurance separate from the company, he felt he could wait since he was in good health and was young. Also since he had a high cover from his company, he decided that he would consider taking health insurance after he turns 50. 
 
Suddenly at the age of 42, he was diagnosed with cancer and required urgent surgery. The cost of the surgery and all medication and treatment was of course borne by the company through the group insurance claim. But he is now uninsurable and therefore cannot get any health insurance if not in employment and once he retires. 
 
Sound Advise 
 
As financial advisors, we advise all our HNIs to take additional health insurance, over and above what the company has provided, as this becomes a ‘valuable investment’, almost like a systematic investment plan (SIP) by paying the annual premiums, so that the individual has the benefit of a sound health insurance policy post retirement and through old age. 
 
For this to happen, it is imperative to start early. 
 
And during the tenure of work, all claims should be made from the company policy and the benefits of no claim bonuses will accrue to the personal policy. 
 
Most importantly, with retirement age at 58 years, the possibility that the individual has some pre-existing disease is normally very high and also many a times the person in uninsurable due to ill health or disease. And post retirement, with age, if any claims need to be settled, this will easily be done if a personal health insurance policy is taken during work life and when in good health. So insure right and stay content. 
 
(The author of the article is Mimi Partha Sarathy, MD, Sinhashi Consultants)

Insurers are tapping into health insurance policies market targeted at High Net-worth Individuals

<ul><li>A recent study by Deloitte found that India ranks highest among 18 countries in terms of anxiety during the second wave of the pandemic.</li><li>We are constantly living with the fear that someone close to us or someone we know might succumb to the virus.</li><li>A lot of agencies have upgraded their policies to help their <keyword id="6357081" type="UNKNOWN" weightage="20" keywordseo="employees">employees</keyword> navigate through this tough period and to push them to take care of their <keyword id="6354774" type="ORGANIZATION" weightage="20" keywordseo="Mental-health">mental health</keyword>.</li><li>From switching to 4 work days a week to hiring full-time, in-house counselors, here’s how they are helping their employees tackle burnout and take care of their mental health.</li></ul>Do you also feel your heart racing when you receive a call from a relative you haven’t spoken to in a while? Or when a friend, who usually texts, suddenly calls you now? You are not alone. We are all either grieving someone’s loss or feeling anxious that we might have to, soon. It is no secret that the second wave of COVID-19 has had a severe impact on our collective mental health. We are feeling dejected or overwhelmed with the huge spike in cases everyday. As of today, there are 2.33 crore active cases in India. And people who are clinically diagnosed with mental illness such as Obsessive-compulsive Disorder, depression, autism, Post-traumatic stress disorder (PTSD), have found their struggles quadrupled. Many COVID survivors, who do have the privilege to find an ICU bed and pay for oxygen cylinders, are facing survivors' <a href="https://theswaddle.com/survivors-guilt-is-hitting-covid19-survivors-in-india-complicating-their-grieving/">guilt</a>. A recent survey by Deloitte titled Global Consumer Tracker’ found that India ranks highest among 18 countries in terms of anxiety during the second wave of the pandemic with 21% of consumers in India anxious, followed by Chile at 16%. The ad industry has also been impacted severely. This week, we lost a young star from the advertising world, Syed Mohammed Talha Nazim, to COVID. Social media is still flooded with pleas for oxygen and ICU beds. At such a time, it is becoming increasingly challenging to focus on work and continue leading normal lives inside our houses. Ergo, there is an urgent need for improved, empathetic and caring HR policies and counselling sessions at the workplace. It is critical to prioritise employees’ mental well-being rather than seeking updates on their daily tasks. Advertising agencies bear the additional responsibility of coming up with optimistic campaigns that drive change and raise awareness. Despite facing the blues of working in isolation and pressure to overperform in a dismal atmosphere, ad agencies are increasingly pushing their boundaries to come up with empathetic campaigns to help our country. Lately, thanks to #<a href="https://www.linkedin.com/feed/hashtag/detoxwork/">Detoxwork</a>, many agencies have been called out on LinkedIn for forcing their employees to be available 24*7 and meet deadlines. While it is extremely saddening to read those stories, it is no surprise that we continue to sustain our toxic culture. Over the years, the advertising industry has normalised inhuman working hours. In 2017, Tadashi Ishii, CEO, DAN Japan, had to resign after the suicide of an overworked junior employee. It did raise some questions back then but the topic was brushed under the carpet as always. This time, in India, we have lost two lives to advertising's work stress. They were<a href="https://www.businessinsider.in/advertising/ad-agencies/news/cheil-india-comes-under-criticism-for-allegedly-asking-employees-to-work-from-office/articleshow/82308605.cms"> forced to come to office</a> as India observed a national lockdown. Even those who are working from home -- are overworked, constantly in-between calls, they do not have the time for their families even if they sit right next to each other. However, there are a few agencies that are prioritising their employees’ wellbeing. We reached out to a few digital and creative agencies to find out what measures they have taken to help their employees look after their mental health and asked to share a few tips on what we need to do as an industry to make sure we don't forget our teams' mental health amidst a crisis, and here is what they said: <cmsannotation type="cmsannotation" annotationid="Virat Tandon – Group CEO, MullenLowe Lintas Group:" text="Virat Tandon – Group CEO, MullenLowe Lintas Group:">Virat Tandon – Group CEO, MullenLowe Lintas Group:</cmsannotation> <div type="image" title="Virat Tondon lintas" msid="82574512" hostid="261"></div> Health and wellbeing of our people is the need of the hour and our priority. A COVID war-room with all the leadership across the agency and different offices, HR and Admin teams, has been created to keep a lookout for providing help – with a hospital bed or oxygen or any other assistance. Employees well-being and recovery is tracked by the HR team. Our Panel doctor is available for any assistance and has conducted sessions for employees giving guidelines on prevention and the first response to be taken. The Lintas Employees Welfare Trust released a Covid Care package in September 2020 that included financial assistance and counsellor support for employees who need to cope with stress or have mental illness issues. Our focus has been to let people take care of their health, their loved ones, without feeling the pressure of work deliveries. People spend a very large part of their lives with the organisation they work for. It Is their second home and it’s natural to have that level of compassion for them and do the most you can do. Their health and wellbeing directly impact not only the quality of their lives but also impacts the quality of their work and output. Everyone knows that in theory and should attempt to put it into practice. Leaders need to take the necessary steps and put this belief into action. <cmsannotation type="cmsannotation" annotationid="Aditya Kanthy, CEO and MD, DDB Mudra Group:" text="Aditya Kanthy, CEO and MD, DDB Mudra Group:">Aditya Kanthy, CEO and MD, DDB Mudra Group:</cmsannotation> <div type="image" title="Aditya Kanthy" msid="82574492" hostid="261"></div> The first thing we have to do is normalise the conversation around mental health. And the pandemic may well be a tipping point, where people have realised the importance and seriousness of this challenge. Mental and emotional support is crucial in these times. We started on our journey before the pandemic in early 2019 by bringing on board India’s leading Employee Assistance Provider. In this program, licensed counsellors champion mental health recovery through awareness, education, and empowerment of our people. This was perhaps one of the industry’s first such initiatives. Not only us but DDB as a network globally has also done meaningful work on this subject. So, we have learnt a lot from their experiences as well. It guides our approach – which is to take as full a view as possible. We understand that while counselling helps, we have to do more to make a serious dent. In a situation where many of us have friends and family who are going through the worst phase of the pandemic, on-ground support resources for those who have contracted COVID-19 can alleviate a great deal of anxiety. This includes quick and verified access to medical help, comprehensive insurance, flexible leave policies, and better balance of work and life. On an industry level, at the cost of sounding repetitive, our first step is to acknowledge the problem and talk openly about it. When C-suite leaders champion the cause, it makes the conversation accessible, real, and addresses the stigma attached to mental health issues to a large degree. Peer support plays a huge support too. At the DDB Mudra Group, we make a visible effort to do so with our #justask meets, where anyone in the company can talk to me candidly and anonymously if they feel so, about any issue that’s affecting their work life. Secondly, we also have to be cognizant that a person’s quality of life beyond work, is directly linked to their mental health. So, let’s respect boundaries between work and home and acknowledge people’s lives outside the workplace. One way we do that at the Group is by valuing empathetic leadership and using that as a performance indicator. Each business leader is responsible for ‘people’ metrics just as much as Human Resources is. Everyone with a responsibility for other people is involved in this process. Finally, it also helps to bring clients into the conversation. They too are looking to work with partners who are dealing with this issue as progressively as possible and there is much to learn from them too. And that partnership is crucial to making progress on this subject. <cmsannotation type="cmsannotation" annotationid="Gautam Reghunath, Chief Executive Officer, Dentsu Webchutney:" text="Gautam Reghunath, Chief Executive Officer, Dentsu Webchutney:">Gautam Reghunath, Chief Executive Officer, Dentsu Webchutney:</cmsannotation> <div type="image" title="Gautam Reghunath" msid="82574485" hostid="261"></div> As agencies, we attempt to maintain reputations as fun, dynamic places to work, but beneath the surface, it’s obvious that many of us are often grappling with various cultural and personnel issues including burnout, overwork and more. People need to know it is ok to be vulnerable and that having trouble with your mental wellbeing does not mean someone cannot do their job capably. It is in the interest of the workplace for every office to provide policies or through their actions show that it is okay for people to speak their truth. Our key aim over the last few years has been to normalise conversations around mental health and one of the first steps was to include it as a permanent official part of the agenda at all our executive committee and quarterly leadership meetings. It starts from the top and sets the tone for all decisions through the year. As our primary actionable measure, we’ve engaged with the Hank Nunn Institute (HNI) as our partner for mental health support services for around two years now. HNI’s trained professionals are available to all employees who can schedule their time anonymously, for free and without the office’s intervention, to discuss either personal or professional aspects of their life. Some weeks are packed, some are not, but what’s important for us is for everyone here to know that it’s okay to seek out someone to talk to if you feel the need to. The teams at Webchutney have also been experimenting with a few employee-sourced ideas on how we can be better to ourselves around areas of mental health &amp; work pressure. Along with planned down-times, we recently piloted our first ever winter break last December where the entire agency with the support of our clients shut shop for two whole weeks. It’s obvious that work-load management has a direct impact on how happy and satisfied we are at work. We’ve tried to turn timesheets, often loathed at agencies, into a tool to have open honest conversations around work timings and over-work. All team leaders who have colleagues clocking over 50+ hours a week have to mandatorily schedule discussions around reasons for this overtime with the CEO every fortnight. Outlier weeks are normal, but we’ve seen a drastic improvement in workload management purely because we’re all discussing this honestly &amp; frequently. Our industry is built around deadlines &amp; deliverables. It’s full of talented people who know what it’s like to find themselves at the intersection where moments of magic meet the point of serious stress. Our learnings with all these measures have been many and the focus on mental health resources aside, for creativity to really thrive, our need to adapt and change has never been more obvious. <cmsannotation type="cmsannotation" annotationid="Akshay Gurnani, Co-Founder &amp; CEO, Schbang:" text="Akshay Gurnani, Co-Founder &amp; CEO, Schbang:">Akshay Gurnani, Co-Founder &amp; CEO, Schbang:</cmsannotation> <div type="image" title="Akshay gurnani" msid="82574545" hostid="261"></div> It's empathy that is the need of the hour - from our employers to our clients. It's important for us to listen, acknowledge &amp; act upon what an individual may be going through in these trying times. It's important to also understand how we as an organization can help our team members better. We have an in-house therapist who is accessible to aid our employees, free of cost for as many sessions as they would want. Whether it be automating processes that help in increasing the efficiency of work for all our teams to sending out automated monthly reports, we have been pushing our teams to not take up any work on weekends. Mental health is a priority thus 2 mental health leaves have been assigned to teams to avail anytime in the year. We have ramped up hiring to reduce workload and ease out hiring gaps across teams. We have aligned our clients with the situation at hand and aligned them on how we can create better synergies in these difficult times. Our leaders need to be able to ask the right questions to the clients to comprehend briefs better &amp; reduce the number of reworks. It's imperative to have honest conversations with clients and push back on timelines, owing to the fact that currently our teams are facing resource crunches due to either them or their families being affected by COVID19. We have sent out emails to our clients informing them to expect delays and this has been received quite positively. Digital Marketing is not a "life or death" industry. One less or a delayed post will not affect anything, this is something that clients need to realise and accept. Using the reach of the brand pages, we would like to talk about a message that's more important than selling a product under these times. It's important to come together as a community to urge people to register for vaccination, adopt double-masking, staying indoors, etc. This is the time to show more empathy towards agency partners as well. <cmsannotation type="cmsannotation" annotationid="Roopa Badrinath, Chief Talent Officer, Wunderman Thompson, South Asia:" text="Roopa Badrinath, Chief Talent Officer, Wunderman Thompson, South Asia:">Roopa Badrinath, Chief Talent Officer, Wunderman Thompson, South Asia:</cmsannotation> <div type="image" title="roopa badrinath" msid="82574562" hostid="261"></div> At Wunderman Thompson, we recognized the importance of mental health from the time WHO declared COVID-19 as a global pandemic. As a company we have been communicating openly about the importance of mental health to ensure that the stigma attached with it is addressed with honesty. Mental Health has a deep impact on how we think, feel and act and impacts our relationships with our family members, friends and colleagues. It impacts our mood and our general behaviour. Behavioural changes is a natural reaction to the stress, fear and anxiety that people are feeling as a reaction to the threat posed by COVID-19. It is important to acknowledge that it is normal to feel that way and focus on ways to reduce the stress inducers. The pandemic has created a lot of anxiety around personal health, family health, children’s education and relevance of skills in a changed world to name a few. One of the critical things that we realized early on is the need for empathy and trust driven leadership style. Leaders were constantly reminded about empathy and kindness and were encouraged to have regular check-ins with their team members. Once the initial euphoria of WFH evaporated and the lines between home and work started getting blurred, we constantly and consistently reminded our people to set up a routine and stick to it; draw boundaries for themselves; take breaks in a normal work day just the way they would while in a physical space. We encouraged all our team leads to ensure that their team members took time off from work even if they were going nowhere. As is evident from all the global reports, women have borne the maximum brunt due to the pandemic. Their care giving, household and online schooling responsibilities multiplied manifold. Teams were sensitized to be mindful of this and have flexible options for setting up meetings. We launched an all-women Employee Resource Group (ERG) which will be run for the women and by the women of Wunderman Thompson. This group has taken upon itself to launch several initiatives in the next couple weeks to help women navigate the additional challenges thrown at them. As a company we recognized that sexual harassment can be a reality even in a virtual workplace and ran workshops on sensitizing employees about virtual sexual harassment; how to recognize and report the same. To ensure that employees seek help we are constantly reminding them about the Employee Assistance Program (EAP) where they can reach out to trained counsellors in the strictest of confidence to address their mental well-being issues. This service is available even to the family members of employees. We are confident that all the curated health and wellness programs like compassion meditation, mindfulness hacks – dealing with anxiety, building meaningful connections, staying positive, harnessing the power of sleep that were offered to employees last year will hold them in good stead to deal with the current situation. Currently all employees have access to a COVID stress management program which offers Meditation, Yoga, Breathing Exercises, self-care, Gratitude Session to name a few.

COVID strain and its impact on mental health: How ad agencies are helping employees cope with anxiety and burnout

<ul><li>Venture debt firm <keyword id="9353689" type="General" weightage="100" keywordseo="stride-ventures" source="Orion">Stride Ventures</keyword> sanctioned over ₹1600 crore to over 70 companies across various sectors. </li><li>Strides has diverse investments across sectors such as consumer, fintech, agritech, B2B commerce, healthtech and more. </li><li>Venture debt disbursed in <keyword id="3658" type="General" weightage="50" keywordseo="india" source="Orion">India</keyword> last year stood at $538 million. </li></ul> Venture debt firm Stride Ventures today closed its Stride Ventures India Fund II after raising $200 million. The fund’s portfolio includes startups like CredAvenue (<keyword id="14257101" type="General" weightage="50" keywordseo="yubi" source="Orion">Yubi</keyword>), <keyword id="3030142" type="General" weightage="50" keywordseo="myglamm" source="Orion">MyGlamm</keyword>, <keyword id="12437554" type="General" weightage="20" keywordseo="zepto" source="Orion">Zepto</keyword>, BluSmart and more. Stride said that the new fund saw participation from leading banks, marquee family offices, corporate treasuries, sovereign funds, PE funds, insurance firms and HNIs. "The growing investor trust in the Indian start-up ecosystem provided us with a great opportunity to develop a strong pipeline of deployments that we have utilized across various sectors. Stride Ventures goal is to continue being a preferred lender while developing innovative alternate financing solutions for founders,” said <keyword id="13803875" type="General" weightage="50" keywordseo="ishpreet-singh-gandhi" source="Orion">Ishpreet Singh Gandhi</keyword>, founder and managing partner at Stride Ventures. The fund saw its first close back in August 2021. Strides has diverse investments across sectors such as consumer, fin-tech, agri-tech, B2B commerce, health-tech, B2B SaaS, mobility &amp; energy solutions (EV). It has sanctioned over ₹1600 crore to over 70 companies across these verticals. “The current economic environment has made growing businesses more amenable to debt transactions than ever before, giving India's venture lending industry a chance to grow and evolve,” added <keyword id="1946603" type="General" weightage="50" keywordseo="apoorva-sharma" source="Orion">Apoorva Sharma</keyword>, partner at Stride Ventures. According to an India Venture Debt <a href="https://s3.ap-south-1.amazonaws.com/www.strideventures.in/Stride+Ventures+India+Debt+Report+2022.pdf">Report</a> 2022, the firm released in May, venture debt disbursals stood at $538 million last year. The fund facilitated joint-lending structures with leading banks over three years. It claims to have built innovative alternate financing solutions within venture debt for founders to allocate capital efficiently. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/akasa-air-has-enough-capital-to-induct-72-aircraft-thanks-to-rakesh-jhunjhunwalas-visionary-role-says-ceo/articleshow/93616737.cms">Akasa Air has enough capital to induct 72 aircraft thanks to Rakesh Jhunjhunwala’s visionary role, says CEO</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/india/news/workplace-recognition-and-not-salary-is-top-criteria-for-job-seekers-in-india-report/articleshow/93615940.cms">Workplace recognition, and not salary, is top criteria for job seekers in India: report</a>

Venture debt firm Stride Ventures closes a $200 million fund

The number of <keyword id="3306965" type="UNKNOWN" weightage="100" keywordseo="healthcare-start-ups">healthcare start-ups</keyword> to have come up in India in the recent past are making sure that India’s healthcare sector has a bright future. This is also required so that quality healthcare can be made accessible to India’s billion plus population. 
 A joint study by <keyword id="6355001" type="CITY" weightage="100" keywordseo="FICCI">FICCI</keyword> and <keyword id="50041" type="CITY" weightage="100" keywordseo="KPMG">KPMG</keyword> in India, called ‘Indian healthcare start-ups – An inside look into funding’, which was launched today at FICCI’s flagship annual healthcare conference – FICCI HEAL 2016. The knowledge paper was meant to evaluate the role and need for Indian healthcare <keyword id="1603536" type="UNKNOWN" weightage="100" keywordseo="start-ups-in-India">start-ups in India</keyword>, their evolution, funding, future, and challenges. 
 
Dr. Nandakumar Jairam, Chair, FICCI Health Services Committee; Chairman, NABH and Chairman and Group Medical Director, Columbia Asia Hospitals India said, “What we need today is a unified approach for long-term solutions that would help in optimizing disease-care to preventive and promotive care as well as patient centricity though data - driven efficient technologies. Fostering Start-ups and Entrepreneurship will provide the requisite innovative approach for achieving these reforms.” 
 
Vishal Bali Chair, FICCI HEAL 2016 Organizing Committee; Co-Chair, FICCI Health Services Committee &amp; Co-founder &amp; Chairman, Medwell Ventures said, "Start-ups are already disrupting the way healthcare is delivered in India. According to the NASSCOM Start-up Ecosystem Report 2015, India serves as the fastest growing start-up-base worldwide and 6-8% of the recent B2C Start-ups in India have been in the Health-tech sector. This means that the sector has already secured ample traction from investors owing to its huge potential." 
 
 
Nilaya Varma, Partner and Head, Government and Healthcare, KPMG in India, said, “Healthcare start-ups in India have potential to emerge as new enabler of accessible and affordable healthcare services. Many start-ups have moved away from traditional healthcare delivery models to asset light, technology based and enabling platforms for patients &amp; healthcare providers. However, start-up continue to face some encounters in terms of funding, incubation and regulatory environment. The government’s Start-up India initiative intends to bridge some of the challenges and provides encouraging ecosystem for start-ups. In the recent past increasing number of HNIs, seed funds, incubators and other private investors have extended support to start-ups. The creation of conducive ecosystem for healthcare start-ups will be boon for the healthcare sector” 
 
India has a poor doctor-patient ratio of 1:1700 (in proportion to the total population), and rural areas, with a low medically insured population, are yet to get proper healthcare facilities. These all reasons provide healthcare start-ups a huge potential. 
 
When we talk of Indian start-ups, healthcare start-ups are yet to receive a steady stream of funding which can help them in supporting their ventures with capital as low as USD27 million in the first four months of 2016. They are not able to get funds, which has stopped multiple of their projects. 
 
The money that is required to boost the change in Indian healthcare sector can’t alone be done by private sector investments, which is why the government also needs to take some responsibility, so that Indian healthcare system can be of a global standard. 
 
Other key finding presented in the knowledge paper are as follows: 
• Start-ups can act as a much needed facilitator to help approximately 70 per cent of the rural population with limited or no access to hospitals or clinics. 
 
• Mobile and internet platforms can be one of the means to address India’s deficient healthcare facilities, via innovation in technology and telemedicine. This could result in better diagnosis by doctors making the history of patients available on cloud platforms. 
 
• The start-up domain is struggling to rope in the right investors and arrange for adequate funding, which could largely be attributed to the slow pace of growth in the sector. It takes anywhere between 10 to 15 years to introduce a new product in the market with very few prevalent business models to compare with. 
 
• India’s public spending on the healthcare sector comprises of only 1.4 per cent of the GDP and is amongst the lowest in the world. 
 
• Private sector stakeholders could play a crucial hand in the growth and development of healthcare start-ups, by investing in high-risk which could enable entrepreneurs to bring medical advancements and generate higher returns for them. 
 
Healthcare start-ups have the power to change the future of Indian healthcare sector by lessening the gap between supply and demand, especially in the rural parts of India, using smartphones and digitization of healthcare practices. 
 
<a href="http://orlandotech.org/wp-content/uploads/2016/01/mend.jpg">Image source</a>

You Searched For "HNIs health insurance" and got 4 results

Insurers are tapping into health insurance policies market targeted at High Net-worth Individuals

Guest Author

COVID strain and its impact on mental health: How ad agencies are helping employees cope with anxiety and burnout

Karuna Sharma

Venture debt firm Stride Ventures closes a $200 million fund

Eetika Kapoor

6 to 8% of B2C start-up investments are in the healthcare sector, as per FICCI and KPMG

BI India Bureau

Popular Keywords

Buying Guides