There are several ways employers can up-level an education benefits program to ensure it attracts and retains talent:

Be sure your education benefits program is equitable across all employees: A strong workforce education program should create opportunity and remove barriers for all employees. This may include considering additional supports that give your employees the bandwidth to succeed, such as child care or elder care benefits for employees who are balancing caretaking responsibilities at home.
Remove the need for employees to pay up-front for their education: Since financial circumstances are one of the most significant barriers to participation in education programs, employers can remove the need to pay up front by paying the school directly. In combination with low-cost education programs, employees can take advantage of a variety of low-to-now cost educational programs, which makes the dream of obtaining an educational credential a reality for many who would not have been able to do so before due to exorbitant out-of-pocket costs.
Add a complementary student loan support program: Support for student loan repayments is also worth considering, as Black college graduates owe $7,400 more on average in student loan debt than their white peers, which may be preventing them from going back to school.
Don't limit your education benefit policy to traditional degree programs: The uncertainty of the last year has employees hungry to make quick progress with non-degree programs like certificates, boot camps, and professional certifications. Additionally, self-paced, flexible learning is critical for employees who are juggling work and life. More options means more employees can participate, and the more employees you can educate, the more opportunity they have to progress their careers and you have to fill your open positions with the right skills.
Consider adding targeted programs that support DEI: Strengthening ties with MSIs (minority-serving institutions), which include HBCUs (historically black colleges or universities) illustrates to your employees how committed the organization is to achieving its DEI goals.
Acknowledge wrap-around supports that increase employee learner success: Provide success coaching and support for employees going back to school. Success coaching helps employees find the right program for them and increases their chances of success in their courses and beyond. This is particularly important for first generation students who are undergoing this process for the first time.

The "Workforce Education and Equity in the Workplace" report shows that underrepresented employees feel that the odds are stacked against them in their careers, and access to education is a key element that can level the playing field in the workplace. This is where employers need to step in or risk their organization's reputation and employee morale. Education assistance has the potential to both build skills, and put real movement toward DEI initiatives.

Instant Insights /

6 ways to level up your education benefits for a more inclusive workplace

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