www.jellyvision.com Open in urlscan Pro
35.238.80.177 Public Scan

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Submitted URL:
https://go.jellyvision.com/OTQwLVVQTS04NDgAAAGIY1xtRWfwreiQt0M7Zo-b-VkwEbPA-hRURihh4eX2BNRx0arTtsUEGMmRp1s7MdbDGNnudyE=
Effective URL:
https://www.jellyvision.com/blog-post/how-to-make-your-benefits-package-more-inclusive/?utm_source=mkt&utm_medium=email&utm_...
Submission: On November 29 via manual (November 29th 2022, 8:48:18 pm UTC) from US — Scanned from DE

Form analysis
7 forms found in the DOM

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Health Equity


HOW TO BUILD AN INCLUSIVE BENEFITS PACKAGE, ACCORDING TO A DEI EXPERT

Jellyvision



September 20, 2022



Originally published 2/10/22, Updated on 9/20/22

If diversity, equity, and inclusion (DEI) initiatives are a top priority for you
as an HR leader, you’re not alone.

Over the past few years, social and political turmoil have triggered much-needed
conversations about the inequities that still exist in our nation and world. A
rise in white supremacy, attacks on women’s healthcare, an increase in
homophobia and more have left our employees vulnerable, and they’re demanding
their company leaders to take action. In fact, 72% of employees want their
employer to invest in creating a more diverse and inclusive workplace. 

While many organizations are rising to the challenge, they still have questions.
A big one for HR folks is: how do I build an inclusive benefits package that
accounts for a diverse range of employee needs? 

That’s one of the questions we tackled during Engage. Natalie Johnson,
co-founder and Managing Director of Paradigm, led a conversation about how to
combine your diversity and inclusion efforts with your employee benefits
program. If you missed it, listen to the recording or check out our recap below.




HOW TO MAKE YOUR MOST COMMON EMPLOYEE BENEFITS MORE INCLUSIVE

In today’s world of work, DEI is a must-have for most organizations. “Just as
much as employees expect their employers to offer healthcare and PTO, they
expect them to invest in DEI,” said Johnson. 

But your benefits offerings and DEI initiatives shouldn’t be separate
entities—they should amplify each other. This is exactly what Natalie and her
team at Paradigm help their clients do. Using their DEI strategy platform,
Blueprint, they conduct organizational audits to understand their clients’
benefits offerings, including how they’re deployed and utilized.

Understanding what benefits are available helps Natalie and her team identify
potential gaps and areas of opportunity where employers can improve their
offerings to appeal to a more diverse workforce. 

Let’s start by taking a look at your core employee benefits, and explore where
there might be room for improvement.


HEALTHCARE AND MENTAL HEALTH

Most organizations offer access to health plans, and many more are starting to
provide mental health benefits. However, this doesn’t necessarily mean these
offerings are inclusive. If your insurance plan doesn’t cover LGBTQIA+ friendly
providers, for instance, then you may be limiting options for many of your
employees. Here are some questions Natalie recommends asking yourself when
assessing your healthcare benefits: 

 * Does your healthcare policy cover in-patient and out-patient mental health
   care? 
 * Does your organization remind employees about benefits and flexibility
   policies at a regular cadence to encourage use? 
 * Does your healthcare policy cover all members of your employees’ household,
   including civil unions, adopted or foster children, and elderly parents? 
 * Does your organization have benefits that are inclusive of non-binary and/or
   trans employees (e.g. gender transition)?
 * Does your organization provide timely reminders to employees about benefits
   and policies available during critical times (e.g. reminding employees about
   mental health benefits during a crisis)?


PARENTAL LEAVE AND CARETAKING

Being inclusive with parental leave and caretaking policies starts with
language. Instead of using terms like “maternity leave” and “paternity leave,”
turn to more gender-neutral, non-cis conforming language like “parental leave,”
“family leave,” or “gestational leave.” Ask yourself these questions as well:   

 * Does your organization have benefits that are inclusive of same-sex and
   non-biological parents (e.g. adoption benefits)? 
 * Does your organization have benefits that support current and future
   caregivers beyond what is legally required (e.g. childcare or childcare
   subsidies, expanded parental leave, eldercare leave, fertility support)? 
 * Does your organization provide managers with guidelines on how to provide
   access to flexible work arrangements for all employees who need them? 

If you’re enjoying this, you may like…


Benefits Communication

A BRIEF HISTORY OF HEALTHCARE DISCRIMINATION: WHAT COMPANY LEADERS SHOULD KNOW


WORKING NORMS AND PHYSICAL SPACES 

Go beyond the “standard” benefits and think about other aspects of the employee
experience, such as the design of your office and your work policies. Even a few
thoughtful touches can make a huge difference to your underrepresented
employees. Natalie shared questions to help you assess your working norms and
physical spaces:

 * Does your organization document working norms (e.g. hours, response times,
   availability expectations, communications)? 
 * Does your organization invest in tools to support remote inclusion and
   productivity (e.g. training, online collaboration tools)? 
 * Does your organization provide official guidance and/or policies on remote
   work? 
 * Does your organization provide gender-neutral/affirming restrooms?
 * Does your organization accommodate lactating employees with either facilities
   or flexibility? 


BEYOND THE BASICS: NON-TRADITIONAL OFFERINGS THAT WILL MAKE YOUR BENEFITS
PACKAGE MORE INCLUSIVE

As a recent Jellyvision survey highlighted, we still have lots of work to do
when it comes to nailing down our benefits package basics. When we asked our HR
community which unconventional benefit would be most compelling to them, the
responses were surprising: 



At the end of the day, employees are still begging for affordable healthcare. A
chance at retirement. Time off to enjoy their families. 

But in today’s job market, offering just the basics isn’t enough. A
comprehensive, all-inclusive benefits package is one important way to
communicate to your employees that you understand and respect their broad range
of needs, and are willing to go the extra mile to make sure those needs are
met. 

So here’s a (non-exhaustive!) list of non-traditional benefits that should
compliment your foundational offerings. These options will set you apart as an
employer and drive inclusivity amongst your workforce, no matter their age,
location, family situation or financial status: 

 * HSAs & FSAs, to help your employees save on taxes when they’re paying for
   healthcare
 * 401K match, to reward employees for their loyalty to your company
 * Flexible PTO, with a minimum number of days off per year
 * Self-care days, meeting-free days, or 4-day work weeks to prevent burnout
 * Generous family leave, childcare, and adoption/surrogacy assistance for new
   parents
 * Home office allowance for employees to spend on office supplies or wifi
 * Gym & wellness allowance to support a healthy lifestyle
 * Lifetime learning allowance to support employees’ professional development
 * Charity allowance or donation match, to support the causes that are most
   important to your workforce
 * Employee assistance program (EAP) for mental healthcare, legal assistance,
   etc. 
 * Commuter benefits, like free parking, subsidized public transportation, and
   discounted gas
 * Employee resource groups, to connect like-minded coworkers and build
   community
 * Unconscious bias training, to break down barriers and educate employees on
   important DEI topics
 * Mentorship opportunities that drive career growth within and outside of your
   organization

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HOW TO START PRIORITIZING DEI AT YOUR ORGANIZATION 

If you’re ready to start prioritizing DEI at your company, Natalie with Paradigm
shared a process to help you get started. 


1. ASSESS THE INCLUSIVITY OF YOUR PRACTICE

The first step is to assess the current state of your benefits, policies, and
programs. Use the questions we shared in this post as a starting point. Or,
better yet, hire a company like Paradigm to help you conduct an audit of your
existing benefits! Understanding where you currently are will help you get to
where you want to go. 


2. USE DATA TO UNDERSTAND DIFFERENCES IN EMPLOYEE NEEDS AND EXPERIENCES 

Using data can help you reveal potential problems, gaps, and opportunities when
it comes to your DEI efforts. Johnson encourages companies to look at data
around utilization and employee outcomes—especially across different
demographics. For example, you can analyze the utilization of mental health
benefits for your employees of color or the attrition rates for your working
parents. 

PRO TIP: ALEX ID is here to help! 

ALEX ID is single sign-on login that helps ALEX remember interactions with
employees, so that he can send highly engaging, ongoing messages that connect
employees to your company benefits. It’s kind of like an Apple ID or Spotify
login — users get recommendations based on their preferences or taste in music.
When employees share things with ALEX, he applies what he “learns” about their
preferences to make personalized recommendations that help boost confidence when
making benefits decisions.

ALEX ID makes it easier for employers like you to capture and analyze data about
your employees, so that you can better understand their behaviors and drive them
towards smarter benefits decisions. 







3. LISTEN TO EMPLOYEES FROM UNDERREPRESENTED GROUPS 

While every employee needs to be heard, pay special attention to your
underrepresented groups since they’re the most likely to be excluded from your
benefits. To collect employee feedback, you can:  

 * Distribute an anonymous survey 
 * Have informal, one-on-one conversations 
 * Turn to your employee resource groups for insights 


4. MAKE CHANGES THAT FURTHER INCLUSIVITY, AND CONTINUALLY ASSESS AND EVOLVE

Finally, it’s important to recognize that DEI initiatives aren’t something you
do once and check off your list. Natalie emphasized that companies need to take
a consistent and iterative approach to DEI. ‘This is an ongoing process that you
want to engage in. Things change and needs change, so your benefits and policies
should be just as flexible and dynamic.” 


TAKE THE FIRST STEP TOWARD A MORE DIVERSE, EQUITABLE, AND INCLUSIVE WORKPLACE 

Making the commitment to further the DEI practices of your organization isn’t
easy—but it is necessary. With the right approach, you can make the workplace a
safer, more supportive environment for all your employees. If you found this
recap helpful, we encourage you to check out the entire conversation with
Natalie and our other HR and benefits leaders.

WATCH ALL FIVE SESSIONS FROM ENGAGE. 

Get the replay

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