What COVID-19 has taught us about protecting employee health for all
Pandemic lessons can shape better health equity in 2021. It starts with person-centered care.
It’s hard to believe we’re far enough into the COVID-19 pandemic to start applying lessons learned, and we are all still learning. While HR and benefits leaders mobilized quickly to support employees, the global crisis pointed out gaps in health care access that employers and government leaders must address.
From the disproportionate impact on Black, American Indian and Latinx communities to the mental health issues arising from uncertainty and lockdowns, COVID-19 revealed the cracks in our system that can exclude many. When your zip code has a greater impact on your health than your genetic code, it’s clear that we must find concrete ways to improve the health care experience for every person.
Related: Q&A: COVID-19 and social determinants of health
But if any good can come from 2020, benefits professionals have a unique opportunity in the coming year to immediately use what we’ve learned to move workforce health – and health equity – forward.
1. Focus on the whole person
Progress in health care must start with the individual – and not just when they come to the doctor’s office or emergency room. During the pandemic, organizations were quick to respond to support self-care, well-being and preventive measures. Some innovative companies took the next step to think about social determinants of health, factors that contribute to a person’s ability to address health needs or access care. Addressing challenges such as food insecurity by offering gift cards for food was just as critical to employee well-being as temperature scans.
COVID-19 also underscored the connection between physical and mental health. A study published by the Centers for Disease Control and Prevention (CDC) in August showed around 25% increase over just the last year. Significantly, Black and Latinx individuals reported even higher rates at 44% and 52% respectively. As pandemic fatigue sets in, supporting mental and behavioral health must be a priority for 2021.
2. Meet employees where they are
Some employers are already bringing care directly to employees with onsite health clinics. Reducing travel time, waiting and work/life interruptions go a long way to ensuring employees get the care they need. During COVID-19 lockdowns, telehealth brought care even closer. Virtual care saw accelerated adoption, Cambia’s health plan members increased their use of telehealth services by 5000% compared to last year. Employers and insurers also lowered and even eliminated copays for virtual care. It’s a trend that should continue even after the pandemic. When employees have easy access to timely health counsel, they can make informed decisions about their care, whether to seek emergency care, schedule an appointment or have their health needs resolved in a telehealth visit right away.
3. Harness mobile-first tools that equalize access for all
Smartphones have put the power for health care innovation in the hands of more people than ever, including disadvantaged communities. According to a Pew Research Center study, up to 94% of all Americans – including Black, Latinx, and White persons – own a cell phone. Many health care services can be delivered through a smartphone – effectively, efficiently and more affordably. Clearly, mobile technology is one way to reach greater numbers with health care access and improve health equity.
The key will be streamlining the digital health care experience and offering human support. Mobile health solutions – such as the Journi health management platform – allow employees to navigate care options, review health benefits, chat with a nurse, book appointments, manage prescriptions, connect with a health coach and so much more. By lowering the access points – facilitating earlier entry to care before someone becomes very ill and requires a high-cost hospitalization – employers can help control health care costs and offer a personalized experience.
During the challenges of 2020, COVID-19 reminded us that health concerns go beyond socioeconomic status, education level and geographic boundaries. Access to health care should as well. Even the promising news of COVID-19 vaccines must extend to every person. In 2021, benefits leaders and employers can play a pivotal role in improving health equity. By offering new, simpler paths to care, we can work toward the day that every person has the opportunity to attain their full health potential.
Aadam Hussain is the General Manager of Journi, a consumer-focused, data-driven health care company. Aadam’s experience spans health care, technology, finance, operations, strategy and business development.
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