Here are some recommendations for an effective program tailored to the overall objective of increasing access to education and increasing equity and diversity in your organization.

Review your education assistance policy and practices for inclusivity: A good place to start is to take a fresh look at your overall program and policy. Are there constraints within the policy or the way the program is implemented which would make it more difficult for some groups of employees to participate? For example, is the program easy to use for employees who may not have a work email address, or easy access to a computer, or who do not have a fixed work schedule every week? Do you communicate and promote the program internally in way where all employees will have the same awareness and knowledge of it?
Remove the need for employees to pay up-front for their education: Financial barriers are one of the most significant barriers to participation in education assistance. Employers can remove the need to pay up front by paying the school directly. By combining this with lower-cost education programs, you ideally will be offering a completely free degree to employees, with no money up front, which will open up opportunities to many more employees.
Provide coaching and/or mentorship for employees going back to school: Educational coaching is particularly valuable for diverse employees who tend to have less educational experience for themselves and their families.
Include options for high school diplomas and English language skills: Provide support for high school diplomas and English language skills, for those foundational skills and requirements before an employee starts their degree.
Consider a complementary student loan support program: Support for student loan repayments is also worth considering as diverse employees are much more likely to have outstanding student debt, which may be preventing them from going back to school to perhaps finish off their degree.
Consider whether additional support benefits are required for employees to succeed: For instance, if an employee has children and is already balancing work and family, offering a child care benefit would help remove a major barrier to attending class or completing homework. Being open-minded about providing additional benefits to help people of color progress in the organization is an important consideration.

Programs that work

We have seen many employers use these steps and considerations to create a successfully inclusive education benefits program.

Instant Insights /

How to use education benefits to create a more inclusive workplace

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