Building Equity into Your Employee Health Plan Design
Societal structures exist in America that enable healthy lives for some and unhealthy lives for others. Leaders are uniquely positioned to drive social movement in the communities they serve. They are also charged with investing in their talent and removing barriers to healthy living within their organizations. Total rewards programs have come a long way for many nonprofits, and yet, one major area where health inequities still exist is in health benefits plan design. While many employer-sponsored health insurance plans are made available to employees and their families, out-of-pocket costs are a deciding factor for taking advantage of these plans. While healthcare has become unaffordable and inaccessible for many in the workforce, nonprofit organizations that are truly committed to diversity, equity and inclusion (DEI) as a workplace priority have an opportunity to reevaluate their employee health benefit plan and make adjustments to circumvent these barriers.
For employers, insurance plans are too often a question of cost and risk, without equal consideration of employee health and wellbeing. COVID-19 has underscored that employer-sponsored healthcare must be revamped. To address these systemic issues affecting the health and wellbeing of the nonprofit workforce, leaders must champion health plan solutions that are affordable for both the employer and employee, and ensure those plans offer more affordable access to care than traditional health plans.
This revolutionary conversation about how to achieve health equity organizationally identifies more than a dozen strategies forward-thinking leaders can introduce and implement to rethink their employer-sponsored health benefits strategy and plan. Employing these strategies in the coming months and years will be essential to employee wellbeing and ultimately the health and viability of missions.