Diversity extends to employee benefits

A company’s workforce diversity ties into its performance, and that diversity extends to employee benefits.

That was the word from a panel of Mercer experts who conducted a recent webinar on ways employers can offer their workers benefits that reflect the diverse nature of the workplace.

“We’re hearing employers talk about ways their employees are different from each other,” said William Seif, Mercer workforce strategy and analytics leader.

“Although diversity is about talking about ways we are different, the goal is for all employees’ to have the same working experience - that they feel they belong in the company and have the same rights to be included.”

What can employers do to foster diversity in their workplace benefits? Seif listed some findings from Mercer research.

1. Target turnover. Mercer data shows that employees are hiring diverse talent at a robust pace, but that talent isn’t staying. Employers should use predictive modeling to uncover the root cause of turnover.
2. Identify choke points. Internal labor market analyses can help employers identify pitfalls in a diver talent’s career progression to help develop a more targeted action plan.
3. Focus on pay equity as well as career equity. Pay equity is critically important in an era of pay transparency, but employers also must focus on career equity.

The experience falls short

Although diversity in the workplace has made great strides, “the experience has fallen short for many,” said Jessica DePhillips, Mercer voluntary benefits sales professional. Voluntary benefits can help serve the needs of a diverse workforce. She listed some actions employers can take to design a flexible voluntary benefit program.

• Assess employee demographics.
• Review goals and objectives.
• Identify any gaps or opportunities for improvement.
• Coordinate benefits with medical and claims data.
• Develop inclusive employee communications.

Serving the underserved

Underserved employee groups have needs that employers can meet through workplace benefits. Vikki Walton, Mercer health equity leader, connected some of the ways employers can serve the concerns of these underserved groups.

• Black women have a higher maternal mortality rate nearly three times that of white women. One option could be to add a benefit so employees can access doula care. Black women were more likely than their white counterparts to want a doula but not have access to one. Access to a doula leads to a reduced risk of caesarean births.
• Nearly two-thirds of LGBTQ+ youth who need mental health services are not able to access the care they need. Employers can ensure their behavioral health plan has adequate network access for children, adolescents and members of the LGBTQ+ community. Employers also can consider providing specialized health care navigation support to LGBTQ+ members.
• Many rural Americans face barriers to accessing comprehensive, high-quality and affordable health care services. Employers can recommend health benefits be offered through multiple methods, such as virtual care through video sessions or texting. Employers also can consider offering workers a travel and lodging benefit to Centers of Excellence for specific diagnoses and to access quality care as needed.

What employers are already doing about diversity in benefits

More than three-quarters of employers surveyed by Mercer (78%) said they are currently taking action to advance health equity as part of their company’s diversity, equity and inclusion goals, Walton said. Ten percent said they plan to develop such a strategy. Employers are acting in the following ways.

• 27% are collecting information on face, gender identity or other demographics to begin analyzing their company’s equity efforts.
• 40% are ensuring their workers can identify health care providers who are acceptable to them.
• 24% are using multilingual communications targeted to specific populations.
• 41% are providing equitable family-building benefits.
• 23% are providing coverage for doulas, midwives, birthing centers or other alternatives aimed at improving maternal outcomes.
• 49% provide coverage for hearing aids.

Susan Rupe is managing editor for InsuranceNewsNet. She formerly served as communications director for an insurance agents' association and was an award-winning newspaper reporter and editor. Contact her at [email protected]. Follow her on Twitter @INNsusan.

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Susan Rupe is managing editor for InsuranceNewsNet. She formerly served as communications director for an insurance agents' association and was an award-winning newspaper reporter and editor. Contact her at [email protected].