Is your corporate wellness program truly inclusive? This question is becoming increasingly common as the clarion call for diversity, equity, and inclusion (DEI) in the workplace echoes across boardrooms.
According to McKinsey & Co’s Diversity, Equity, and Inclusion Lighthouses 2023 report, the global market for DEI – dollars spent by companies on DEI-related efforts such as employee resource groups (ERGs) – is projected to reach $15.4 billion by 2026.
What does this mean for wellness programs? They should be built on a foundation of DEI principles. Why? Because the very definition of wellness extends beyond physical health. True holistic well-being supports employees’ diverse mental, emotional, social, and cultural needs. Before we discuss how to achieve this in your workplace, let’s understand the distinctions between diversity, equity, and inclusion.
To quote diversity advocate Verna Myers, “Diversity is being invited to the party; Inclusion is being asked to dance.” The Boston College Center for Work and Family defines the terms as follows:
In a wellness context, diversity is about catering to your employee population’s varied interests, values, and cultural contexts. Equity ensures wellness resources and messaging resonate and are accessible regardless of an employee’s identity. Inclusion means proactively co-creating programs with your diverse workforce to increase representation, trust, and buy-in.
While the concepts of DEI and corporate wellness programs may seem like separate initiatives at first glance, research suggests they are inextricably linked. Here are some steps organizations can take to weave these principles into their wellness offerings:
Since 53% of all firms offer employee benefits, this is one of the most impactful ways to promote DEI in your wellness program. Here are some considerations to make before rolling out the program:
Every workplace has an underrepresented group with different needs from the majority. Take racial minorities and LGBTQIA+ employees, for example. According to one study, American Indian or Alaska Native people are 2X more likely to be uninsured compared to their white counterparts. This leaves many without access to quality healthcare, exposing them to more chronic illnesses than other racial or ethnic groups. On their part, LGBTQIA+ people report 2.5X more rates of depression, anxiety, substance and alcohol use disorders compared to non-LGBTQIA+ individuals.
The first step should be identifying how best to support these groups in your corporate wellness initiatives. Conduct surveys, focus groups, and data analyses to pinpoint benefits gaps for LGBTQ+ employees, minorities, those with disabilities, etc. Common needs to account for include gender affirmation coverage, fertility/family planning, mental health resources, and chronic condition management.
The health and wellness of an employee depend on more than willpower. It is also a result of the social determinants of health the individual has been exposed to. To achieve equity in care, employers must address the upstream barriers created by a person’s socioeconomic status. These include:
People can’t use the benefits available if they don’t understand them. To increase intake and utilization:
Most workplaces thoroughly address the physical aspect of well-being. However, a holistic wellness program should also address the social, emotional, and financial aspects. So, how can you make the program more inclusive?
Is your wellness program friendly to employees with disabilities and other specific needs? Suppose your organization has visually impaired employees; how easy is it for them to participate in the company’s wellness activities? While the options may be limited for smaller organizations, there are still options that can make the wellness program more accessible.
For example, ensure the on-site gym has a ramp, an elevator, or an accessible entrance to accommodate wheelchair users.
Additionally, consider investing in adaptive exercise equipment like weight machines with swivel seats, resistance bands, and balance balls. For promotional materials, offer large print, braille, and multiple language versions of all handouts/signage to make them easier for everyone to understand. Where possible, provide sign language interpreters, real-time captioning, and adjustable workout stations as needed.
Trust is a major pillar of a successful wellness program. When people feel comfortable with their provider, they’re more likely to seek care and disclose their areas of struggle. Be it doctors, nurses, and insurance providers to gym instructors and aromatherapists, employees are more likely to report positive experiences when there’s diversity in their care team. Here’s how to get started:
Do you want to persuade reluctant team members to participate in the company’s wellness program? Share diverse success stories. Go beyond the medals attained in your last 5k to outstanding achievements by underrepresented groups. For instance, you can create multimedia content series highlighting inspirational wellness journeys across different communities.
Authentically integrating diversity, equity, inclusion, and belonging into your wellness strategy is not a one-time checklist to complete. Ultimately, DEI is about holistic cultural transformation that impacts everything from your hiring to retention practices.
With continual improvement and enhancement, you’ll not only better support the holistic well-being of your entire workforce, but also unleash the potential of the diverse, top talent your organization’s future success depends on.
Curious to see how diversity, equity, and inclusion fits in your wellness program? Feel free to schedule a call with one of our Benefits Experts today. We’re here to help!
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