I apologize for sending you on what seems to be a considerably time-consuming but enlightening wild goose chase and especially for toning down the profanity.
Upon further but nominal research, spurred on by your rebuttal, I must admit again, I don't really know what China's WW2 debts are at all and whether they have been paid off. It seems extremely convoluted (US Lend-Lease program) and difficult to track down reliably - published books tending to be significantly more reliable than internet searches.
The core issue was China was repaying war debts to the former USSR in part, using grain, which exacerbated an already bad domestic situation.
As mentioned and apparently verified, I was surprised that the UK repaid it's sizable war debt to the USA in full, to include interest payments. Not surprised that the UK repaid it - but surprised that the USA did NOT forgive the war debt, as it had with Japan and Germany - which were actually war reparations - a debt with a different name.
Geezer - similar regrets - it was NOT my intention to focus on war debts or reparations due diligence activities - but on the issue of sustainable healthcare for the masses.
The motivating philosophy was, "what kind of legacy/world would I like to leave behind for my children" and in a more practical and pragmatic perspective - if they worked for a company I helped found - what kind of sustainable health benefits would I want them to "inherit". The issue goes beyond healthcare - to the end of career retirement benefits.
Retirement benefits are at risk both here in China, Japan, and the USA (dunno about ANZ or UK), because of how the plans were structured (perpetual growth pyramid scheme).
So, in addition to robust sustainable healthcare, a robust sustainable retirement or retirement savings plan would also be in the mix.
This would perhaps go a long way to address any employee's biggest fear - long-term security, assuming the company had the ability to also be a long-term sustainable company, spanning the 30+ year employment cycle.