Employer considerations for the COVID-19 vaccine

The COVID-19 pandemic has introduced many challenges across the U.S., many of which are comparatively and disproportionately compounded in communities of color. The pandemic has exposed existing racial disparities that impact communities of color across the socio-economic spectrum—including employees at some of America’s largest companies. Addressing the complex issues caused and worsened by COVID-19 requires a strategic and evidence-based approach. As the COVID-19 vaccine becomes available, employers can play a significant role in ensuring equitable vaccine access within their workplaces and communities.

The implications

COVID-19 has exposed longstanding systemic inequities that have long undermined the economic, physical, social, and emotional health of minority populations. The disparate impact on communities of color is stark. In Chicago, for instance, where Black people represent 30% of the population, they are the face of 57% of COVID-19 deaths—nearly four times more than any other racial demographic.

In April 2020, the Centers for Disease Control and Prevention released national data suggesting Black people accounted for 34% of the confirmed COVID-19 cases, even though Black people only account for 13% of the overall U.S. population. There were similar nationwide findings for the Latinx community.

The opportunity

Employers must take the time to understand the barriers that employees face as they build their vaccine rollout and return-to-work strategy. Without a comprehensive plan to ensure equitable distribution and administration of the COVID-19 vaccine, employees of color and their families will continue to experience disproportionate attrition; anxiety; and physical, mental, and financial stress.

Employers can make a significant impact through low cost, organizational process improvements designed to expand employees’ vaccine access and improve benefits coverage communications. Here are steps employers can take today:

1. Work collaboratively with your healthcare vendors, as well as local health officials and other health organizations, to plan and execute an organized and accessible vaccine rollout. Collaborate in a manner that prioritizes those who are most at risk (e.g., on-site “essential workers”).

2. Do not make assumptions about vaccine uptake. Recognize that there are barriers rooted in history and current events that will impact employee willingness to receive the vaccine.

According to February 2021 CDC data, out of nearly 38 million people who received 1 or more doses of the COVID-19 vaccine, only 6.1% were Black and 8.9% were Hispanic compared to 63.2% White.

These statistics are due not only to inequitable access to the vaccine, but also historical mistrust of the medical system felt by many Black Americans, in particular. (For more context, on February 16, 2021, NPR published a related article about how the Tuskegee Syphilis Study in the 1930s continues to affect the Black community today.)

Employees will be ready to receive the vaccine when they have access to it—but they need clear, data-driven information about the vaccine’s safety and efficacy first.

3. Communicate effectively and in a manner that speaks to the data on the safety and efficacy of the COVID-19 vaccine while also reducing perceived barriers.

For example, if employees are already unaware of the scope of preventive care, they will not be immediately aware of the ability to receive the COVID-19 vaccine and testing at no additional cost.

4. Increase workplace flexibility for your employees. Availability and access are critical. Employees will be more likely to get the vaccine if they have sufficient paid time off and can be vaccinated on-site or near their homes.

Also, rethink work structures and policies to enable remote and/or flexible work opportunities. Especially for those who are also caretakers, single parents, or immuno-compromised, additional flexibility can significantly increase the likelihood of getting the vaccine.

COVID-19 has disrupted many aspects of life and exposed longstanding systemic inequities. Employers have the opportunity to change the health and financial trajectory of today’s workforce and of future generations by taking strategic action and promoting more inclusive and equitable workplaces.

Uche Enemchukwu is a benefits attorney and strategy consultant at Nelu Diversified Consulting Solutions. Nelu Diversified Consulting Solutions partners with employers to design processes and systems that increase health equity and make benefits more accessible for employees and their family members. Their approach is research- and results-driven, improving outcomes for employers and employees. Uche has in-depth experience advising Fortune 100 employers as well as small and mid-sized employers on compliance with the Internal Revenue Code, ERISA, PPACA, HIPAA, COBRA and various other laws relating to employee benefit plans. She began her career as an associate attorney at a large law firm with a well-regarded and sophisticated human capital and benefits practice, then transitioned to consulting at Willis Towers Watson, where she drove benefits compliance and strategy results for large, global employers. She now manages compliance for the largest 401(k) plan and the largest pension trust in existence. Uche is a SHRM “highly-rated” speaker and is active in the American Benefits Council and the American Bar Association. She received her J.D. from Washington University in St. Louis School of Law and an LL.M. in Taxation from the same institution. She received her B.A. in History and Comparative Area Studies from Duke University.