Benefit offerings

We need to think about an inclusive and holistic approach regarding DEI in benefit offerings. The key is to think about benefits not in a singular manner, but in terms of product solutions that work throughout the employee's life cycle and changing needs. Here are some examples:

According to McKinsey & Company ("COVID-19 and the employee experience: How leaders can seize the moment," June 29, 2020), remote working during the COVID-19 pandemic has negatively affected the mental well-being of mothers more than fathers. So, what are solutions that can be provided for mothers? Consider implementing a mental health campaign for working moms, parental leave for both parents to eliminate the burden on the mother, flexibility to work from home, and childcare options.
Minority employees are more likely to provide financial support and care for their extended family. Given the burden and stress of this, these employees require a solution that involves financial wellness education, savings account through payroll deductions for emergency situations, low-cost medical plans for the entire family, flexible work schedules, paid family leave, and dependent care Flexible Spending Account (FSA).
According to the Shriver National Institute of Child Health and Human Development (www.nichd.nih.gov), about 9% of men and 11% of women of reproductive age in the US have experienced fertility problems. That's approximately one in eight couples that have trouble getting pregnant. In addition, same-sex couples are having babies or adopting at an increasing rate (according to the US census about 21%). Their needs would involve infertility coverage, adoption assistance, parental leave, and financial planning.

We need to think outside the box when deciding what solutions to include in our benefits packages and consider the diversity of needs for the modern workforce.

Instant Insights /

Are you considering diversity, equity, and inclusion in your employee benefits program?

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