Integrating Workforce Health Into Employer Diversity, Equity and Inclusion Efforts

Abstract

Our collective experience with COVID-19 and Black Lives Matter has heightened awareness of deeply embedded racial and socioeconomic disparities in American businesses. This time, perhaps, sustained change is within reach. As organizations advance diversity, equity and inclusion (DEI) initiatives, an often overlooked focus of is the health status of employees and their families, where equitable access to high-value health benefits offerings should be available to all. This commentary provides guidance for employers to expand their DEI initiatives to include employee and family health and well-being as a central outcome measure. Employers should ensure that DEI efforts incorporate equitable benefits design, and objectively assess benefit design impact on healthcare utilization and cost. Additionally, employers must appreciate the workplace as a significant determinant of health—for lower income workers, in particular—with review of policies and practices to mitigate any discriminatory negative health or well-being impact. Further, race and ethnicity data should be incorporated in health benefits data analysis to understand more clearly the differential outcomes of health management offerings on these different sub-populations. Finally, social needs data should be incorporated into strategic benefits planning to better understand gaps and opportunities to foster greater benefits equity. The provided recommendations can support employer goals of achieving greater equity and value in workforce health, measurably contributing to business success.

For the Commercially Insured, Equitable Health Benefits Begin With Equitable Health Insurance Design

“…20 What is missing are rigorous demonstrations of the business value of promoting health equity, though many have advanced the hypothesis. 2,4,26 Employers are also becoming increasingly aware of the significance of social determinants of health as a mediator of health equity, 27 and in that context, the role of the workplace as an important determinant of health. 28 With greater clarity of the role of the work setting, the construct of "health in all policies" 27 has particular relevance for employers.…”

“…1 However, despite the current broad scope of DEI activities, a significant and largely unaddressed topic is workforce health equity, which, until recently, has not been a part of corporate DEI efforts. 2 In broad terms, The Robert Wood Johnson Foundation defines health equity as follows: "Health equity means that everyone has a fair and just opportunity to be as healthy as possible. This requires removing obstacles to health such as poverty, discrimination, and their consequences, including powerlessness and lack of access to good jobs with fair pay, quality education and housing, safe environments, and health care."…”

Knowing Well, Being Well: well-being born of understanding: Out of Pocket Costs and Health Care Utilization

“…1 However, despite the current broad scope of DEI activities, a significant and largely unaddressed topic is workforce health equity, which, until recently, has not been a part of corporate DEI efforts. 2…”

The importance of employee inclusion: lessons for HR managers

“…Our collective experience with COVID-19 and Black Lives Matter has heightened awareness of deeply embedded racial and socioeconomic disparities in American businesses (Sherman et al, 2021). The Black Lives Matter movement spurred by the murders of unarmed Black Americans has left organizational leaders puzzled about how best to respond to societal inequities and answer questions as to how these movements could impact their businesses.…”