This series examines the long and ongoing journey to achieving better outcomes for mental health and addiction in the U.S. health care systems.

A new report from Cigna identified six trends that it expects to affect employers and workers.

In part two in this series, we focus on understanding non-quantitative treatment limitations.

Finding affordable family-forming programs for certain vulnerable or under-served employee populations represents an opportunity for brokers and advisors to be more strategic about serving their employer clients.

In part three of this series, we'll look at some obstacles employers and plan sponsors have encountered so far, as well as potential solutions.

Researchers defined low-wage as two-thirds of the median wage of workers in their prime working years of ages 25 to 54, or $17 an hour.

Organizations can offer better maternal care support, which also creates a more supportive environment for all employees.

Artificial intelligence could do more harm than good without careful oversight, according to the Senate Finance Committee, which met to address how to prevent algorithmic bias and unfair care denials by health plans.

New research suggests diversity objectives have not led to meaningful change at public firms.

"All these tools and technologies have a common goal: creating an inclusive and equitable environment that allows everyone to bring their best selves to work," says Joseph Toma, CEO of Jugo.

Companies that had touted their DEI progress are now questioning whether they've set themselves up for future legal action.

Three major law firms have announced the formation of industry groups to help employers audit DEI efforts and navigate compliance issues.

The Equal Employment Opportunity Commission (EEOC) has provided guidance that AI programs will trigger Title VII discrimination violations when protected classes are disfavored in employment selection processes.

Some efforts have been overzealous to the extent they could be viewed as giving a discriminatory preference for a particular minority or group. "I thought, 'Holy cow, where was their in-house counsel on this? Where was their outside counsel?'" Shawe Rosenthal lawyer Fiona Ong recalled about one particularly egregious case.

No workplace is truly inclusive until all employees have an opportunity to obtain positions in equitable spaces where their voices are not just heard, but listened to.

Increasing equity among employees provides priceless value to the entire organization by driving feelings of belonging across the workplace.

Talk to your employees, find out how they are already using AI, and come up with a collective policy that is both inclusive and informed.

Because younger executives have a longer career ahead of them, they can be patient about when investments will pay off.

Citibank's Diverse Asset Manager Program has received approval from the DOL to offer guidance to other firms if they wish to pursue DEI initiatives while working with service providers in ERISA-compliant retirement plans.

Dr. Sam Chandrashekar, Global Accessibility Lead at D2L believes accessibility must be included in organizations' DEI efforts and strategies.

Sixty-six percent of remote teams are identified as high performing versus only 47% of on-site teams.

Fertility is a widespread health issue, and most companies don't offer sufficient (or any) coverage for care.

Neurodiversity benefits can help employees build the skills they need so they can be more effective in their roles and work to their full potential.

Industry leaders share their thoughts, comments, and concerns about diversity, equity, and inclusion in today's workforce and how it will affect their 2024.

According to the study, 36% of employers said their commitment to DE&I significantly increased since 2022.

The use of AI in employment is truly a new frontier. AI reflects the world from which it learns and those who create it. Employers cannot rely on AI tools alone for employee recruitment and management. Proactively mitigating algorithmic bias is not only warranted but, in some forward-thinking jurisdictions, mandatory.

Discouraging trends in a new Aquent talent study provides opportunities for companies to examine how to build high-performing teams and fairly compensate them.