Actuarial Notes

How Employers Are Integrating DEI into Their Benefits Plans

By Kelsey Rolfe · Benefits Canada · 2022 · GH201-714-25

Study guide: Exam GH-201C

A Benefits Canada feature of June 2022 by Kelsey Rolfe on how employers are incorporating diversity, equity and inclusion (DEI) strategies into their benefits plans. It opens with Molson Coors’ gender affirmation coverage and draws on insurers, consultants and employers, and on surveys by Sun Life, Aon and fertility patient groups.

On the syllabus

  • Exam GH-201C — GH201-714-25: How Employers are Integrating DEI into their Benefits Plans; outcomes 3a.

Helping employees affirm their gender

  • Molson Coors introduced gender affirmation benefits for its Canadian workforce, reimbursing procedures not covered by provincial and territorial governments
  • Sun Life added coverage for basic surgical procedures not covered by the provinces and territories to its extended health-care plan in 2019, Medavie Blue Cross introduced it in late 2021 and Green Shield Canada made it part of its standard benefits with an overall lifetime maximum of $10,000
  • Accenture was one of the first employers in Canada to support transgender employees through its benefits, starting in 2011

By the numbers

  • 50% of plan members who identified as part of an equity-seeking group said an inclusive benefits plan is very important, according to a Sun Life survey
  • 62% of HR professionals said their benefits offering was sufficient for all of their employees, according to an Aon survey
  • 5% of employers provided coverage for both fertility drugs and other fertility costs, with a median lifetime maximum of $3,250, according to a survey by Conceivable Dreams and Fertility Matters Canada

Addressing family building

  • Larger employers have started to look at coverage for fertility treatments and drugs, adoption and surrogacy costs
  • TD Banking Group enhanced its family planning supports in February, with a lifetime maximum of $20,000 for each benefit

Considering neurodiversity

  • Benefits plans often do not cover specific therapies for an employee’s child with autism

Broadening core benefits

  • Wellness accounts and health-care spending accounts can help smaller employers introduce more options without amending the contract, covering things such as childcare, elder care and culturally relevant benefits such as traditional medicines

Diversity in the drug plan

  • Employers may want to take a closer look at their drug formularies, as many plan sponsors are unaware of what is covered or excluded by default, particularly for supplemental drugs
  • Plan sponsors introducing gender affirmation coverage may want to make sure their drug plans allow claims for drugs for cosmetic use, which have typically been excluded

Developing more inclusive language

  • Employers and insurers are looking to update the language and imagery in their communications materials, for example replacing he/she pronouns on forms with more gender-neutral language

A permanent change

Sources