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26 Apr 2021
by Jamie Mackenzie

The role of diversity, equity, and inclusion in benefits design to better meet employee needs

Diversity, equity and inclusion are one of the most important issues facing the world of work this year, with 86% of HR leaders in the UK saying it’s their top priority, according to a 2021 survey from HireVue. From reviewing job listings to include more inclusive language to expanding their recruitment networks, HR teams are making changes to make their workforce more diverse. But it’s not just recruitment that HR teams should be looking at, it’s also employee benefits.   

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To be valuable for all employees, a benefits package needs to address everyone’s needs regardless of their background. From introducing benefits like flexible working to support working parents, to addressing generational differences, making changes to benefits will make them more useful to employees and more attractive to any potential talent.  

This is just one way to work to being a more inclusive and diverse employer, which isn’t just the right thing to do, but it can also benefit your business. You will be attracting new talent and perspectives into your business, it will help with your employee wellbeing, and can positively impact your business’ bottom line.  

Here are three ways to make benefits more diverse and inclusive.

1. Remember to address all your employees’ backgrounds

Diversity takes many forms, it’s not just gender and race, although these are important factors. It also includes age, sexual orientation, religious beliefs, disability, lifestyle and more. Making employee benefits relevant to all will only bring benefits to both employee and employer alike. It’s not just about making sure there is something for everyone, it needs to be fair to all employees too.

2. Ask employees what they will value

The simplest and best way to find out how to tailor benefits to employees is to ask them, rather than make assumptions. Whether it’s an employee survey or small focus groups, talking to your teams to find out which benefits or perks they would use might surprise you. Plus, you’ll likely see increased engagement too!

3. Remember to communicate what your benefits can offer to everyone

Your employee benefits might already be catering to the needs of many employees, but if they don’t know about how they can use them you won’t be seeing the uptake you expect. There are many ways to communicate about benefits, including educating line managers, sending emails or putting posts on your intranet. For example, many employees might assume an Employee Assistance Programme can only help their mental wellbeing, but most can support physical and financial health as well.

It’s clear that diversity and inclusion have an important part to play when designing an employee benefits package that will address all employees’ needs. By focusing on including all your workforce from all backgrounds, you will create a benefits offering that your employees will use and it will be another way for your business to attract and retain your talent.

The author is Jamie Mackenzie, director at Sodexo Engage.

This article is provided by Sodexo Engage.

In partnership with Pluxee UK

Pluxee UK, is a leading employee benefits and engagement partner that opens up a world of opportunities to help people enjoy more of what really matters in their lives.

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