Fostering Inclusivity in the Workplace: The Impact of Benefits

Creating an inclusive workplace is crucial for nurturing an environment where all employees feel valued and supported. While benefits are just one piece of the puzzle, they play a significant role in promoting inclusivity. Offering inclusive benefits can positively influence employee attraction, retention, and overall satisfaction. In light of the surge in innovative benefits, employers need to stay informed about the evolving options available. Given the challenge of implementing numerous new benefit offerings, it is essential to consider the unique needs of each workplace and prioritize what matters most to employees.

Access to Benefits: Who is Covered and Who is Not?

In thinking about inclusive benefits, employers may start by considering which employees have access to benefits in the first place. Often group benefits are reserved for full-time employees; as workforces have changed over time, there may be large and/or growing classifications of employees without access to any group benefits. Employers may wish to consider options for extending select benefits to regular employees who are not typically afforded coverage. In doing so, it is important to be mindful of the potential impact that providing a benefit may have on eligibility for public plans. Be sure to engage with your benefits advisor for specific information.

Group Insurance Forms & Booklet Language

Be aware if your group benefit provider(s) have updated the language in forms and booklets to reflect inclusivity. If updates are necessary, employers might consider supplementary communications and/or working with their advisors to advocate for the needed changes. Ideally, all forms and communications related to group benefit plans should align with the objective of offering inclusive benefit programs.

The Importance of Evaluating Existing Benefit Plans

An important initial step in achieving inclusive benefits is for employers to thoroughly review their current benefit plans for outdated exclusions. For example, many traditional plans have historically restricted or excluded coverage for medications used to treat obesity. Since obesity is now recognized as a chronic disease, plans that lack appropriate coverage may not be perceived as inclusive.

The Importance of Choosing a Health Care Provider

The ability to select one’s own health provider is crucial to inclusive benefits, particularly in the realm of mental health care. Empowering employees with the freedom to select a licenced provider of their own choice ensures that they can access the most suitable and personalized care for their specific needs. When individuals have the autonomy to select providers who align with their personal preferences and requirements, they are more likely to engage in effective treatment and achieve better outcomes. Employers may wish to explore their EFAP and other offerings to ensure self-selection applies. Additionally, educating employees about available provider search tools can support this important element.

Ask for Feedback

Given that every workplace is unique, seeking feedback from employees is crucial for creating an inclusive benefit plan. The range of potential enhancements is vast, and it would be challenging for any employer to determine which benefits will be most appreciated without asking employees directly. Conducting general benefit education first is advisable to provide context and information about the current plans’ value. Additionally, it’s important to communicate and set expectations regarding how potential benefit design changes may be implemented. Are there new investments on the horizon, or is a planned redesign preferable to achieve cost-neutral changes? Be clear about why you are seeking feedback and how you plan to use it.

Innovative Benefit Offerings

Insurance companies and other benefit providers are increasingly introducing new and innovative products to meet the diverse needs of today’s workforce. Employers are encouraged to collaborate with their insurance partners and benefit advisors to explore these opportunities. Additionally, gathering feedback from employees can highlight other benefits to consider. The wide range of potential offerings may include, but is not limited to:

Adoption Assistance

Homeopathic Remedies

Ayurveda Medicines

Body Movement Therapies

Indigenous Traditional Medicines

Pharmacogenetic Testing

Bridge To OHIP Eligibility

Mental Health Access Support

Chinese Traditional Medicines

Substance Use Support

Expanded Vaccine Coverage

Surrogacy Benefits

Financial Wellness and Planning Support

Tuition Assistance

Fitness Memberships

Virtual Care Options Ranging from Primary Care Visits to Enhanced Mental Health Support

Gender-Affirming Care

Virtual Pet Care

Spending Accounts

Many benefit items that may appeal to employees cannot be added to existing group plans; often because of Canada Revenue and Income Tax rules. Both personal spending accounts (taxable) and health spending accounts (non-taxable) deliver choice and flexibility at a fixed cost. Spending accounts provide employees with a fixed allocation of funds along with the freedom to decide how to use them. Note that for health spending accounts – eligible products and services are considered a medical expense under the Income Tax Act.

Advancing Inclusivity Through Benefits

Creating an inclusive workplace requires a multifaceted approach, with benefits playing a special role. By reviewing and updating benefit plans, considering broader access and exploring non-traditional offerings, employers can make significant strides toward fostering an inclusive environment. Benefits can be a powerful tool in the inclusivity toolkit, helping to ensure that all employees feel supported and valued in their workplace.