Aon highlights DE&I priorities for benefits plans

As part of diversity, equity and inclusion (DE&I) in the workplace, many employers are looking to support a diverse workforce with more inclusive and equitable benefits plans, says Aon in its latest The One Brief. The broker’s 2022 Global Diversity, Equity and Inclusion Survey of more than 1,200 rewards, benefits and DE&I leaders in 55 countries, showed that 93% of those companies surveyed have their senior leadership supporting and sponsoring DE&I initiatives. It also revealed four main priorities: a focus on income disparity, gender-sensitive health needs, adjustments for workers with disabilities and mental health support. The survey found that 78% of respondents said they are working to ensure salary equity for all employees. But at some companies, existing policies may mean higher-paid employees are offered additional healthcare coverage, while their lower-paid colleagues find themselves at a disadvantage when it comes to wellbeing. “We know that lower-paid employees normally have more difficulties,” said Joana Coelho, senior associate of health solutions EMEA at Aon. “This is not only in terms of direct impacts on their health, because they have less income at their disposal to invest in their health and wellbeing, but also indirectly because access to quality healthcare is not equal for everyone, which may result in leaving certain risk groups and populations more unprotected.” Employers are targeting ways to address this disparity through strategies such as offering health plans with more affordable medications and primary care services, or pay-based health plans in which lower-income employees pay less to enrol. Advancements in data and technology have also helped some employers make their healthcare plans more equitable. The survey also revealed that employers are finding ways to support gender-sensitive health needs amid legislative changes and country-specific healthcare structures. In countries where healthcare is provided by the government, companies are not always required to provide medical benefits – and if benefits are only offered to high earners, gender pay gaps could factor into health plan options for women. Women’s health issues call for specific features in benefits plans. In one prominent example, only 17% of Aon’s survey respondents from Europe, the Middle East and Africa work for companies that offer assistance around menopause through external vendors. Aon noted that some providers are taking steps to expand assistance with pathways to general practitioners that specialise in menopause. Employers are also building menopause and fertility awareness programs into their corporate cultures As for disability accommodations, 67% of those surveyed said their workplaces provide changes to physical workspaces for employees with disabilities. And on mental health, support varies by region, with 25% of survey respondents from Asia-Pacific countries reporting access to a psychiatrist compared to 41% of companies from Latin America.

Aon highlights DE&I priorities for benefits plans

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