It’s more important than ever to remind ourselves and our workforce why DEI initiatives were created in the first place and take actionable steps as leaders to ensure our companies continue to progress toward a more diverse, equitable and inclusive world for all. —Carole Smith, director of marketing, executive advisor of the diversity, equity and inclusion council, Aquent
The challenge to today’s employers is to craft benefit strategies that take a human- centered approach, assessing the factors that shape employees’ life outside of their relationship with their employer and creating valued quality work experiences by responding with more than just the same old lineup of benefits. —Jessaca Latteier, employee benefits strategist, Hub International
It’s about making reasonable accommodations and tools available to your entire workforce by redesigning the workplace where everyone can reach their full potential. —Daniel Etra, co-founder and CEO, RethinkFirst
I think a lot of people are just looking to check a box. But part of the bigger question is around diversity of thought. There are populations that you could serve much better if your agency had a wider perspective or more diverse employee base. —Andrew McNeil, senior benefits advisor, Arrow Benefits
When DE&I is embedded into a company-wide strategy, it creates permanence and a message to employees and others that it is a necessary way to operate. There is a misconception that embedding this as a company-wide goal takes away from the ability to focus on business objectives. —Amy Hull, head of DE&I, Paycor
If leaders do not prioritize accommodations and accessibility arrangements in their DEI efforts, they risk compromising long-term success and lose out on a significant opportunity to minimize talent shortages. —Dr. Sam Chandrashekar, global accessibility lead, D2L
Whether pitching a new client, serving on boards, or presenting to the C-suite, I was often the only female in the room. I never had that one mentor who changed my life. So I decided to be that mentor. —Jenni Bickerstaff, senior partner, SVP of employee benefits, AHT Insurance
Building DE&I initiatives doesn’t need to be difficult; businesses can start by sharing a survey with employees to better understand their current diversity metrics. Investing in employee development for underrepresented groups can start to address equity gaps. —Jason Keck, CEO and co-founder, Broker Buddha
When we’re looking at the people to whom we’re offering benefits, we must realize that they have families and people they love. We don’t know what matters to them unless we’re asking the questions. That’s why diversity and inclusion is now more important than ever. —Erin Issac, president, benefits consultant, Joy Benefits
Companies continue to grapple with diverse cultures, languages, time zones, and skill sets within their own employee base. The good news is that innovation in corporate benefits has made it easier than ever to start unifying the mosaic of backgrounds within the workplace, enabling your organization to think through a global lens when it comes to delivering a product or service across the world. —Kirill Bigai, co-founder and CEO, Preply
Creating a more diverse industry
Design by Chris Nicholls
Illustration: Jorm Sangsorn/Adobe Stock
Today’s most effective leaders need to consider how to make wellness the norm in the fabric of their company culture – and this is important because employee wellness is directly linked to business and organizational success. —Fanny Pihl, employee wellness director, Lifesum
While HR leaders may feel inclined to start the process of researching and onboarding new wellness benefits by focusing on national trends and popular benefit lists, this may result in overlooked populations being left out of the discussion. —Sheri Atwood, CEO, SupportPay
Leaders are pivotal in fostering psychological safety and building trust through their actions, showing employees they are valued and supported in whatever they may be going through. —Maggie Smith, PHR, SHRM-CP, senior vice president of human resources, Traliant.
When wellness is embedded into your workplace culture, you’re showing employees just how much you truly value them—no matter what wellness programs you offer. It’s an investment in your people. Helping employees make lifestyle changes is key to a productive, happy and healthy workforce. —Shannon Isom, senior director of engagement, Marathon Health
It’s a leader’s responsibility to provide a creative, communication-driven workplace where employees feel supported on an individual level. Every team member should have an opportunity to grow toward their best personal and professional self. —John McCartney, APR, principal, Jmac PR
As workplace benefits are put in place to help support wellbeing, it is critical to look at whether employees are prevented from using those benefits when they need them most. —Stefan Underwood, SVP performance methodology, Exos
Employers must steer clear of a deceptive phenomenon known as “wellness washing.” With wellbeing taking center stage in workplace culture, it’s easy to get caught up in the appeal of flashy perks that may not truly contribute to employee welfare. —Mia Barnes, editor-in-chief, Body+Mind Magazine
Addressing these limitations should be a priority for employers. They can take proactive steps to create a culture of openness and support around mental health, thereby reducing stigma and encouraging employees to seek help. —Amy Kazmierczak, chief people officer, Lucet
Brokers and advisors can help employers build holistic benefit packages that not only attract top talent, but also foster a culture of wellbeing and security within the organization. —Heather Deichler, senior vice president of product and underwriting, Lincoln Financial Group Protection
The bottom line is that when people are performing tasks that align with their strengths, they feel a sense of purpose and fulfillment, which enhances their overall wellbeing. —Josh Bersin, global HR analyst and CEO, The Josh Bersin Company
Making enrollment (and beyond) more impactful
Ensuring employee wellness
Using data & tech to your advantage
Creating better communication strategies
Innovative plan design
Personal & professional development
Building a better brokerage
Prospecting & making new connections
Creating a more diverse industry
Challenging the status quo
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