Stand out from competitors with inclusive health benefits.
A global health crisis. Quarantines and lockdowns. Work-from-home arrangements. A social justice movement. A spotlight on inequities. A shift in priorities. A new dialogue.
The world has changed since the way it was in the before-times—the way it was prior to the COVID-19 pandemic. And with this changed world came a change in workforce—and workplace—expectations. According to a recent LinkedIn report, “Everyone is rethinking everything.”1
Employees are placing more importance on culture, on where they work and why they work there. And employers are “recalibrating business models.”
A big part of that recalibration includes more conversations around diversity, equity and inclusion (DEI) strategies in the workplace.
Defining diversity, equity and inclusion
Diversity is the demographics of a workplace—gender, race, ethnicity, sexual orientation, age, etc.—as well as differences in perspectives, knowledge and experiences. It's recognizing the value of what everyone brings to the table. To achieve diversity, employers have to create equitable, inclusive work environments.
Health equity is the process of recognizing barriers and unfair disadvantages, then putting into place processes and programs that provide equal outcomes. It's recognizing that not everyone starts with the same resources and opportunities. Some groups in the community are more exposed to risks that affect health outcomes, risks like poverty or violence or unsafe living environments. These social or economic obstacles can lead to health disparities, or differences in health outcomes.
Inclusion is ensuring a sense of belonging in the workplace. The Society for Human Resource Management defines inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”
Why inclusion matters in health plan design
More and more job-seekers want to work for organizations that embrace inclusion—companies that respect and represent who they are. Companies that allow people to be themselves. And companies are eager to find (and retain) these employees, particularly as the race for talent heats up.
One way companies are creating welcoming work environments is through offering inclusive health benefits. Inclusive benefits support all employees, regardless of sexual orientation, gender, age/life stage, socioeconomic status, race, physical ability, etc. What does this mean? It means a healthy, young person will likely require a different level of care than an older person with a chronic condition. It means a straight, cisgender couple may need different options than an LGBTQ+ couple trying to conceive. An employer-sponsored health plan can demonstrate actionable DEI initiatives. It’s not just talking the talk, but walking the walk.
Inclusive benefits may include:
- A diverse health care network of providers, reflecting diverse communities
- Improved access to mental health resources
- Telehealth and virtual health solutions
- Gender-affirming care/gender-confirmation surgeries
- Domestic partner benefits
- Family-building/conception support
Untangling the knots of traditional health benefits and plan design
Traditional health insurance has been anything but inclusive. For years, a one-size-fits-all approach was the only option, designed around costs and risks (employers) vs. health and well-being (employees). That perspective has since shifted to a focus on achieving a healthy workforce. To meet that objective, employer-sponsored benefits should not only reflect the needs of a diverse workforce, but also how their health benefits are designed.
That means a plan designed without deductibles. Having to chip away at a deductible can be a huge barrier to affordability, intensifying health disparities. Another flaw in plan design is hidden information or concealed prices. When people can't afford to pay a deductible, or they don't know which services are covered or what those services will cost in advance, they’re more likely to skip appointments or put off necessary care. When traditional health plans cause people to ask if they’re “sick enough” to afford seeing a medical professional, that’s a big red flag of a broken health care system.
To improve health equity, inclusive health plans need to be easy to use and easy to understand, according to a 2021 McKinsey and Company report.2 Industry jargon only adds to frustration.
Flexibility is also important. The future of health care focuses on individual needs and personalized care. People want options and choices. They don’t want treatments based on stereotypes and sweeping generalizations, but rather treatments tailored to them, based on behaviors and unique needs.
In a world where employees deserve to feel valued, respected and supported, inclusive benefits make sense.
At Surest, we believe employers with populations that are more likely to be dealing with specific conditions should be able to offer a plan that meets their specific needs. We believe an inclusive plan includes cost clarity, a better experience and opportunities to save. For more details on how the Surest plan works, contact us.
1https://business.linkedin.com/talent-solutions/resources/talent-strategy/talent-trends-covid-report 2https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/income-alone-may-be-insufficient-how-employers-can-help-advance-health-equity-in-the-workplace