Your workforce is becoming increasingly diverse, and in order to stay competitive, your benefits have to follow suit. That means your suite of perks must cater to the unique needs of women, people of color, LGBTQ+ team members, veterans, workers with disabilities, and every other group that you employ. According to the recent Willis Towers Watson Emerging Trends in Health Care Survey, more than 70% of polled employers plan to redesign their benefits using a diversity, equity, and inclusion (DEI) lens as their guide.
In this article, we’ll share how your organization can create a benefits package with inclusivity in mind.
How to Make Your Benefits Package More Inclusive
If creating an inclusive benefits package is important to your organization (and it should be) then you need to start with the basics. While we encourage you to partner with a DEI specialist if you don’t have one on staff, there are a few things you can do now to get started on the right path:
- Review your current offerings. Take a full inventory of the benefits you provide today.
- Identify areas for improvement. Write down where the gaps are, including which groups may need better support through your benefits offering.
- Create a plan. Outline the steps you need to take to broaden your benefits offering and assign deadlines to each task.
Then, commit to revisiting your benefits package at least annually. The needs of your workforce will continue to shift, so regular adjustments to your offering will likely be necessary.
Types of Benefits That Can Make a Difference
Your organization is unique. That means you’ll have to decide which core and supplemental benefits are the most beneficial and feasible to offer based on your workforce, budget, local laws, and other factors. Here are some ideas you can explore:
- Family planning benefits such as fertility care, adoption assistance, and surrogacy support
- Inclusive medical coverage like gender transition support, domestic partner insurance, and screening and treatment for conditions that impact various groups
- Robust mental health coverage that includes treatment for all related conditions and an employee assistance program
- Paid time off plans like disability insurance, paid medical leave, and paid caregiver leave
- Coverage for assistive equipment (like hearing devices)
- Virtual care options like telemedicine or online counseling
It’s also a good idea to review your health plan’s provider network. Ideally, that network will be as diverse as your workforce. That way, your employees can seek care from doctors that they feel comfortable with.
Don’t Forget About Benefits Communication
Making your benefits package more inclusive can be an extensive undertaking that requires time and thought. But, if your employees aren’t aware of the improvements you’ve made, then all of that work was for nothing. Therefore, you must communicate any changes to ensure your team members know about and take full advantage of the new perks available to them.
Your benefits communication strategy should feature different content formats like print, audio, and video. Doing so accommodates various learning styles as well as any employees impacted by health issues such as hearing or vision loss.
Pro Tip: Even when in-person benefits fairs and meetings become possible again, you should still offer virtual options, too. That way, everyone on your team can still participate no matter where they are.
Benefits Education is Key to Success
No matter which suite of benefits your organization decides to offer, Picwell can help with it all. In just a few minutes, our innovative benefits decision support tool highlights the best plan options based on risk tolerance, projected health care needs, and more. We can also help your workforce and company save money by guiding more team members towards plans that are best for their personal circumstances (including those with health savings accounts (HSAs)). Plus, Picwell offers a library of email templates, making benefits-related communication faster and easier for your team.
DEI Initiatives Aren’t Going Anywhere
Adjusting your benefits package to be more inclusive is the right thing to do for your people and your company. A DEI-focused suite of perks makes your workplace more welcoming and supportive for all of your employees — and your team members will take notice. When employees feel like their organization truly cares about their well-being, they will be more satisfied and productive. In turn, your organization’s employee retention rate, productivity level, and revenue will have a chance to reach new heights. DEI-centered benefits initiatives are a win-win!
Want to learn more about how Picwell can enhance your benefits administration and communication strategy? Schedule a demo today.