'This trend towards more inclusive plans is only going to accelerate'
New research from Sun Life has not only confirmed a positive relationship between DE&I and a company’s group benefits plan, but also highlighted the risk employers may run from a retention perspective by not intentionally and thoughtfully incorporating it.
Much work needed
With fewer than one in five members of diverse communities strongly agreeing that their plan meets their needs as a member of a diverse community, the time is now for employers to take action.
“Adding benefits that serve diverse needs or expanding core coverage to include options that speak to a broader range of life experiences is increasingly top-of-mind for organizations and this trend towards more inclusive plans is only going to accelerate,” says Marie-Chantal Côté, senior vice-president of group benefits at Sun Life, who, as a cisgender woman and part of the LGBTQ2+ community, knows first-hand the value of being part of a culture where she can be her authentic self.
While benefits must take into account an employer’s current and especially future makeup, 92 per cent of respondents said group benefits are of value to them, but satisfaction varied between groups with Indigenous, LGBTQ2+, and persons with disabilities being the least happy with their plans.
Read more: Despite positive efforts, many LGBT+ workers feel excluded
The survey showed health journeys are personal and offering group benefits plans that go beyond a “one-size-fits-all” approach are critical to a successful DEI strategy, as well as playing a significant role in attracting and retaining talent.
Sun Life’s findings also highlight clear and actionable areas of improvement for employers, reinforcing that the benefits “industry can make a difference by improving access, including social accessibility,” says Côté.
But it’s crucial to keep in mind that many employees who are in diverse groups may encounter significant barriers to engaging with and using their plans, and this must be addressed by employers.
In looking at why members of diverse communities may not be fully using their coverage, the Sun Life survey results highlighted such areas as using non-inclusive language and not having access to health practitioners who themselves are diverse, including diversity training or not having allies of diverse groups as reasons.
Offering employees a network of providers increases the use and efficacy of benefits, and Sun Life is working with the Black, Indigenous, and other diverse community health organizations with the goal of increasing access to health care providers from those communities, according to Côté.
