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For employers looking to add wellness programs to their overall benefits packages, consider how employees’ diverse set of experiences and backgrounds impact their overall well-being. (Image: Shutterstock)

One of the many positive changes we saw in 2021 was employers stepping up to the plate to take action to promote diversity and inclusion within their companies. For many, it’s a monumental undertaking, requiring a deep scrutiny of hiring practices, benefits offerings, work environment and strategic goals.

Realistically, not every company that sets out to improve diversity, equity and inclusion (DEI) in 2021 will succeed–in fact, it’s a transition that will likely take years to see meaningful and measurable results. Companies that try to do too much at one time will feel overwhelmed and discouraged by the results. A much better strategy is to break down the process into smaller, incremental steps. But where to start? How about the biggest non-salary employee expense:  health care.

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Emily Payne

Emily Payne is the current deputy editor for ALM's Regulated Markets and former managing editor for BenefitsPRO. A Wisconsin native, she spent the past eight years writing and editing for various athletic and fitness publications. She holds an English degree and Business certificate from the University of Wisconsin.

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