“Diversity, Equity, and Inclusion (DEI) programs are an organizational necessity,” says Brian Gezella, CEO of LearnYour Benefits. “DEI programs are a guiding light to how companies make decisions that shape benefits and their communications.”
Today, we’ll be explaining the importance of aligning benefits and communications with DEI goals. Then, we’ll explore how companies are embodying their DEI goals through altering benefits and messaging.
First, what are DEI programs?
Diversity, equity, and inclusion (DEI) programs are created to promote justice and fairness among all employees, especially those who are historically marginalized. Diversity includes differences in:
– Religion
– Race
– Ethnicity
– Disabled versus able-bodied
– Gender
– Age
– Language
– Political beliefs
Equity is the quality of being fair and impartial to all employees. Inclusion goes a step further to ensure all employees feel welcomed. It means making your organization truly inviting to every employee.
DEI programs build an inclusive team culture where everyone feels comfortable sharing their unique knowledge and perspective. Inclusive workplaces, especially including management positions, help businesses see a 19% increase in revenue. Companies can build an inclusive culture by:
– Celebrating differences
– Offering sensitivity training (with even more in-depth sensitivity training for managers)
– Improving benefits and aligning messaging
“Embracing diversity in the workplace strengthens creativity, productivity, retention, and engagement,” writes Erika Illiano, a Strategic Benefit Advisor. DEI programs help businesses thrive.
Why are DEI programs more important than ever?
Throughout the Great Resignation, HR teams have been struggling to attract and retain employees. As employees are choosing which companies to dedicate their time to, many are focusing on companies that are inclusive. Here’s the data:
– More than 3 out of 4 job seekers say that diversity is an important factor when they’re evaluating companies and job offers.
– 34% of employees would not even apply to your company if there is a lack of diversity among your workforce.
The Society of Human Resource Management (SHRM) sums it up nicely: “An increasingly diverse workforce is demanding to see itself in the company mirror.” Beyond just diversity, inclusive language is essential as well. 13% of employees monitor how often their managers speak about DEI issues in meetings.
DEI issues, and programs that respond to them, have always been important to employees, but now, they’re more essential than ever due to the pandemic. “The last two years have made a big difference in DEI,” says Joan Williams, a work-life law professor at the University of California. “It used to be considered a nice-to-have, but now it’s considered a must-have.”
Align benefits with DEI goals
Benefits and their communications need to embody your DEI goals. Now’s the time to put policy into action and positively impact the lives of all your employees.
Here are some ways you can adjust your benefits and communications to align with DEI goals:
– Not all employees have access to a computer, but 97% of American adults own a smart phone. Employee enrollment, communications, and benefits answers must be accessible via mobile device.
– For employees with visual, hearing, or other disabilities, have multiple ways for them to consume benefits information.
– Some employees don’t have the financial means to subscribe to benefits. For example, when employers are offering benefits like medical insurance, oftentimes employees have to pay for a portion of those through their paycheck. If the option is too expensive, your employees might not opt in. Employers should seek lower cost options wherever possible.
– Not all employees can take time off (for example, single parent families) to go to the doctor. Employers should shift their benefits for in-office care or in-home care.
When creating benefits, make sure your DEI goals are reflected within them. That way, you truly make the lives of all your employees much better.
What are benefits without messaging?
After aligning your benefits to your DEI goals, don’t let them fall flat with no follow-up messaging. Nearly 31% of American workers don’t understand the employee benefits they selected during open enrollment. 7 in 10 employees want to keep learning about their benefits after signing up.
When it comes to benefits, to truly make a positive impact on the lives of employees, year-round benefits education is a necessity. Increasing benefits messaging is far from easy, especially when you have so many other tasks on your plate. But a separate communications platform, like LearnYour Benefits, helps your team save weeks of benefits messaging work. Automated year-round educational campaigns help your employees understand their benefits and take advantage of them. With our easy-to-use platform, you can create a one-stop benefits education site for your employees.
Schedule a demo today.
