With a vast range of individual and family situations, it’s essential to provide benefits that meet your employees’ needs wherever they are in life.
Much like your workplace policies, your employee benefits should align with your diversity and inclusion (D&I) goals. Look at your benefits annually and ask yourself if they reflect your workforce’s needs, keeping in mind disabilities, gender, sex, age, and family dynamics. Analysis of your workforce can also help identify areas that need D&I improvements. Here are a few options to consider adding to your line-up:
Family-first leave policy
As an employer, you can offer benefits that allow employees the flexibility and resources to care for their loved ones, whether it is an aging parent, a sick child, or a new little one. According to AARP, one in five Americans are caregivers. At Nextep, employees receive Immediate Family Care (IFC) leave. They can use these days for sick leave to care for themselves or a family member like a child, parent, or partner. Keep modern family dynamics in mind to help shape your company’s parental leave options. It’s best not to assume gender roles; create a leave policy for all types of new parents. Listen to the needs of your employees to determine if exceptions are necessary.
When creating or reviewing your wellness programs, ensure you’re not singling out employees, and what you offer impacts all. This means your wellness programs should be a positive addition to your workplace. It should establish a healthy work environment, provide resources for health issues like chronic conditions, or develop a support system that encourages everyone to share feedback. Also, supporting different lifestyles with an inclusive work-life balance helps increase physical and mental well-being. Setting up a program can show your employees that you care about them as people, not just as workers. According to SHRM, employer-wellness efforts can equal happier and healthier workers, increased productivity, lower absenteeism, and higher job retention. It also is beneficial for higher-risk employees and doesn’t single them out. For more ideas about promoting workplace wellness, you can read our blog.
When it comes to benefits, consider offering voluntary benefits that suit different lifestyles or financial needs of employees. You could offer a student loan assistance program, education reimbursement plan, reimbursement for emergency child care, life insurance, pet care options, or a telehealth plan. Not all benefits have to be employer-sponsored, but be sure to choose options that show your employees you care about their unique personal goals and respect their family’s needs.
Working with a PEO can help with the challenging task of creating your company’s benefit offerings. A PEO like Nextep gives you access to affordable top-of-the-line employee benefits and experts to help you sort out the solutions. Schedule a meeting to connect with Nextep pros and see how we can help!
Not ready to meet with us? Take a look at Five Ways to Jumpstart Your D&I Workplace Goals.