
HR pros understand the importance of health equity…
Great job, HR pros: even though our understanding of health equity is still cloudy, we agree that we have a moral imperative to make it a priority. So the good news is that we already have buy-in to make equal access to healthcare a reality for everyone. But let’s dig in a little further: why do HR pros think health equity is so important?
In short, HR pros are telling us that we must do better to provide equal access for equal care so that all employees stay healthy, happy and engaged. As a result, they’ll show up and do their best work—and save everyone thousands of dollars in wasted healthcare spending because they’re getting the right care, at the right time.
…but we haven’t quite achieved it (yet)
Okay. We’re all on the same page about the importance of health equity. But are companies actually putting those words into action to make healthcare access truly equal?
Here’s where things get fuzzy. Our HR respondents are giving themselves a pat on the back for the benefits they provide.
But when asked whether their employer provides them with all the benefits and resources they personally need to stay healthy,
- White employees were 7% more likely than their Black counterparts to say yes
- Cisgender employees were 6% more likely than trans, non-binary and genderqueer employees to say yes
- Heterosexual employees were 7% more likely than LGBTQ employees to say yes
So there are still some discrepancies at play here. Historically overrepresented groups are more likely to feel that their employers are taking care of them, while underrepresented groups aren’t so sure.
And when asked if they believe their organizations offer equal healthcare access to everyone, we continued to see imbalances in employee responses:
Women were
Cisgender employees were
Heterosexual employees were
Across the board, we’re seeing some disagreements between HR pros and their employees about whether their organization’s benefits packages are truly equitable.
So why is this happening? If every benefit is available to every employee, why aren’t they receiving or interacting with them in the same way? Where’s the disconnect?
One culprit might be in the way we’re educating employees around their benefits. 78% of HR pros said their employees understand the health services available to them. And the general employee population agrees: 76% say the healthcare plan and benefits their employer provides are easy to understand.
But when we look at specific employee groups, the differences continue:
Hispanic/Latino employees are
Men are
LGBTQ employees are
…less likely than the general population to agree that their benefits are easy to understand
And some employees are less sure than others that they know where to find the answers to their benefits questions when they have them:
Hispanic/Latino employees are
American Indian/Alaskan Native employees are
LGBTQ employees are
…less likely than the general population to know where to find answers to their benefits questions
These differences highlight the need for culturally competent benefits education. If we don’t know which benefits are most important to each employee group, and we don’t know how to speak to each group in a way that will resonate most with them, then our messages will be lost. And if we don’t know where to meet our employees where they are, on the platforms where they’re most likely to look for benefits information, then we’re simply ships passing in the night.
In other words, we’re not personalizing our benefits communication—and it’s impacting how our employees learn about, understand and interact with their healthcare plans.
Another culprit? Our lack of understanding about what’s considered “affordable” healthcare to our employees.
Are the benefits your employer provides affordable?
Asian employees are
American Indian/Alaskan Native employees are
Trans, non-binary and genderqueer employees are
LBGTQ employees are
…less likely than the general population to say yes
Of course, there are plenty of reasons why each employee group might respond differently when asked about healthcare costs—pay inequality being one of them. But the many explicit and implicit biases that drive disparities in compensation is another topic entirely, and one that we should cover more completely another day.
For now, here’s the big takeaway for us as HR professionals: once again, it all comes down to personalization. If we don’t have a full understanding of the benefits each employee demographic uses most frequently, or where they’re spending most of their healthcare dollars, then we can’t guide them towards smarter benefits decisions and actions that will help them save more.
And that lack of knowledge, while unintentional, is a huge contributing factor to the inequities we see in our employees’ experiences with healthcare today.
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