DEI, social determinants of health, becoming bigger priorities in benefit programs
Employers expect to put greater emphasis on DEI in their workplace culture and policies, as well as DEI aspects of their benefit programs.
The number of employers promoting diversity, equity, and inclusion (DEI) in their benefit programs and workplaces is expected to jump sharply over the next three years, according to a new survey by Willis Towers Watson, a leading global advisory, broking, and solutions company.
The “Emerging Trends in Health Care Survey” found that four-fifths of employers will take steps to promote DEI in their workplace culture and policies over the next three years, compared with just 55% that took measures over the past three years. Additionally, seven in 10 employers indicated they would promote DEI-related aspects of their benefit programs (72%) and well-being programs (69%) over the next three years, more than double those that did so during the previous three years.
Related: Building a sustainable DEI program: How to get started
“Employers recognize the need for greater diversity and inclusion in the workplace, and are taking steps to address equity and access in their benefit programs,” Rachael McCann, senior director of health and benefits at Willis Towers Watson, said in a statement. “By shifting benefit program discussions from inclusivity to equitable health and wealth outcomes, employers will be able to identify specific areas for improvement — and that often leads to a focus on access, affordability, and quality.”
Representatives of nearly 450 organizations employing 6.3 million workers responded to the survey. Results indicate organizations are taking actions around the following benefit plans, programs, and policies to align with their DEI objectives:
- Half of respondents have acted on their maternity benefits, family planning, and fertility programs; another 33% plan to do so this year or are considering doing so within the next two years.
- Almost half (46%) have acted on transgender benefits; another 30% plan to do so this year or are considering doing so within the next two years.
- More than half have addressed employee resource groups (55%) and leave of absence programs (53%); about one in four plans to do so this year or is considering doing so within the next two years.
- More than a quarter (27%) have evaluated the affordability of benefits (relative to salary), and another 29% are planning or considering doing so. Social determinants of health initiatives gain momentum
The survey also revealed that employers think social determinants of health (SDoH) — non-medical factors that influence health outcomes — are integral to evaluating the effectiveness of benefit and well-being programs and will factor significantly in the future.
Additionally, more than eight in 10 employers (83%) believe SDoH will be essential to their organizations’ health and wellbeing strategies over the next three years.
Employers are implementing programs that support LGBT+ individuals, gaps in care, and broad physical and emotional well-being, too — developments that suggest they are examining key health care indicators through the SDoH lens.
“The COVID-19 pandemic exacerbated already existing health disparities,” Julie Stone, Willis Towers Watson’s managing director of health and benefits, said in a statement. “Yet, it has also helped employers to understand the need to address social determinants of health in their benefit program strategies. By doing all they can to understand the needs of each workforce sector, employers can make it possible for all employees to thrive.”
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