Improve Diversity and Inclusion in the workplace with inclusive wellbeing benefits

A diverse and inclusive workplace isn’t just a moral imperative — it’s a business one. And while DE&I initiatives are widespread,  there’s one area where many companies are falling short: inclusive benefits. 

While employee benefits usually sit separately on the proverbial to-do list for HR teams, benefits that aren’t inclusive can have a drastic impact on the success of your diversity and inclusion goals. A gym membership alone won’t cut it. 

To attract and retain a truly diverse workforce, businesses must offer a range of wellbeing benefits that cater to all employees.

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The Importance of inclusive wellbeing

Wellbeing is an umbrella term that covers so much it’s perhaps counterintuitive for it not to be linked to your other business goals. It spans physical health, mental health, nutrition, fertility, financial stability, and so much more. 

When we talk about inclusive wellbeing, we mean offering benefits that cater to the diverse needs of all employees. Just as diversity in hiring brings different perspectives to the table, diverse wellbeing benefits ensure everyone feels valued and supported.

In fact, research from Gartner reveals that although 87% of employees have access to mental and emotional wellbeing offerings, only 23% of employees use them.

Gym memberships are a prime example. We’ve worked with businesses with as little as 10% of the workforce utilising gym membership benefits that are offered. And the simple truth is that each one of your employees has different wants and needs - and that includes how they want to support their wellbeing.

This begs the question: is wellbeing truly inclusive if it only caters to a fraction of your workforce?

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Diverse wellbeing benefits

Inclusive wellbeing means covering all areas of health and providing a variety of options within each category.

• Physical health: Offer fitness apps, home workout subscriptions, and flexible options like yoga or dance classes. Some employees may prefer a fitness app they can use at home over a gym membership.
• Medical health: PMI, health cash plans, health screens, body data testing, and Virtual GP services - you should look to offer a variety of medical benefits for employees who may prefer and trust different services and providers instead of expecting one benefit to be one-size-fits-all.
• Mental health: Provide access to counselling services, mental health apps, and meditation resources. Some might find solace in an app like Shoorah or imatta, while others might prefer in-person therapy.
• Nutrition: Consider healthy meal delivery services, cooking classes, and dietary consultations. Employees interested in improving their diet might appreciate a nutrition app or cooking class.
• Fertility: Support all employees in their family planning journeys with a range of fertility benefits, from consultations to treatments.
• Financial wellbeing: Offer resources for financial planning, budgeting tools, and retirement advice. Financial stress is a major issue, and providing support here can be incredibly beneficial.
• Menopause: Provide employees access to advice and counselling but also care products and body data tests can actively help employees going through menopause

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Benefits of a diverse wellbeing approach

Diverse benefits don’t just attract a diverse workforce—they keep them happy and productive. Not only does it boost morale, but it also enhances productivity and fosters a positive company culture. 

According to a survey by the Society for Human Resource Management (SHRM), companies with inclusive benefits see a 60% increase in employee satisfaction.

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Practical steps for employers

Start by asking your employees what they need. Conduct surveys and hold discussions to understand their preferences. Offer a range of options, update them regularly based on feedback, and make sure everyone knows what’s available. 

Here are some practical steps:

• Assessment: Conduct surveys to understand employee needs and preferences.
• Variety of options: Offer multiple options for each aspect of wellbeing.
• Regular updates: Keep benefits relevant and up-to-date with employee feedback.
• Communication: Ensure employees are aware of and understand their benefits.

Remember: if you ask employees “do you want more benefits?” or “would you like us to offer access to x?” — the answer will usually be yes, so get creative in finding ways to work out what people really want.

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What are the best diverse employee wellbeing benefits?

When it comes to flexibility there’s a range of employee benefit solutions that may seem to fit the bill. EAPs, Health Cash Plans, and PMI might seem like the obvious route. 

However, PMI is notoriously expensive - something we went into detail on in our State of the Employee Benefits Market Report - and EAPs and Cash Plans are understood to have low employee engagement. It’s likely you already have some or all of these already in place and still aren’t seeing a huge impact on employee wellbeing.

We believe companies and employees need another option, one that takes flexibility to the next level, tailoring experiences to each and every employee. And that’s Heka. It’s why we exist - because all your employees deserve equal access to benefits that support their wellbeing.

Inclusive wellbeing benefits are essential to have as part of your DE&I initiatives. It supports business goals such as attraction, retention, and helps build a strong diverse company culture. 

If you’re looking for better employee benefits for diverse teams - book a demo with us and we can show you what we’re all about.