Diversity, equity, and inclusion (DEI) within the workforce is now firmly on the C-suite agenda with inclusive benefits that address the needs of a diverse workforce beginning to receive the attention they deserve.
Although 81% of employers are focused on improving DEI, only 38% of businesses actually have a multi-year strategy in place to achieve this, according to the Mercer 2021 Global Talent Trends Report.
How can your employees thrive on and off the job if their work environment is not inclusive?
With benefits a key component of the employee experience, the way health, risk protection, and well-being benefits are designed and delivered can play a key part in enabling the desired workplace culture and brand.
Many traditional benefits plans assume a linear life pattern, where an “average” employee gets married, buys a home, raises a family, and retires. Health and well-being benefits often fail to take account of racial, ethnic, sexual orientation, gender identity, income, or country of origin.
Firms can adapt their benefit plans and introduce benefits that are designed to support all employees, including people of color, women, LGBTQ+ individuals, veterans, immigrants (including refugees and migrant workers), and people with disabilities.
Human resources departments have a significant role to play. Business responsibility starts at home and it is critical that firms make sure that their employee practices reflect their external statements on issues such as DEI.
Mercer Marsh Benefits can help employers look at ways to “flip the pyramid” and create a more inclusive workforce by opening up benefits eligibility and offering innovative types of support to vulnerable populations.
We can work with you to:
de los gerentes de recursos humanos y riesgos dicen que es probable que los riesgos de DEI afecten a la organización.
de las empresas dicen que los riesgos de DEI podrían tener un impacto catastrófico o alto.
de los empleados con ingresos familiares por debajo de la mediana tienen cobertura médica a través de su empleador, en comparación con casi la mitad (46 %) de los empleados con ingresos familiares iguales o superiores a la mediana.