U.S. employers have made great strides in embracing more diversity and inclusion in the workplace as a strategic initiative – and it's reflected in hiring practices and retention efforts, development opportunities and employee interest groups.
But when it comes to workplace equity, have they solved the other side of the equation? That is, do the benefits that your employer clients offer meet the unique needs of the diverse workforce they are trying to attract and retain?
Modern families are now the norm
Studies show the family dynamic has evolved – comprising married and unmarried couples of the opposite sex or same sex, with or without children; adoptive and foster parents; single parents; individuals; or multi-generational households.
As a result, the benefits provided to employees need to go beyond the standard offerings of medical, retirement, dental and vision. Employers and their brokers should consider offering a suite that's customizable to employees' particular situations, whether it's dictated by family dynamics or life events. Here are four ways to assess a company's current state – and to determine what may require further focus.
Benefits to help employees care for others – and themselves
One place to start evaluating benefit strategies? Take a close look at your clients' culture and employees' work-life balance, especially as work-from-home initiatives and technology contribute to "an always on" environment, further blurring the line between the office and employees' personal lives. That challenge becomes even more pronounced for employees who are balancing the day-to-day demands of a job along with the demanding role of a caregiver.
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