"Diversity and inclusion" have become workplace buzzwords, but they still have the power to impact change if employers deploy their efforts effectively.
Healthcare plans are a good place to start — ensuring that medical benefits are affordable and accessible can prevent care gaps that often plague marginalized workers. Finding ways to eliminate deductibles and establishing more affordable copays can help all workers access the healthcare they need.
These benefits are also critical for LGBTQ employees, who continue to be in the political crossfire. This year alone, nearly 500 anti-transgender bills have been proposed in state legislatures, according to the Trans Legislation Tracker. To keep employees safe and supported, leaders play a role in setting the tone that all are welcome at work, says Sarah Reynolds, chief marketing officer at software company HiBob.
Read more: What the end of the COVID-19 National Emergency means for health plans
"It's critically important that all of us who are open and all of us who are leaders in the workplace — regardless of your gender identity — take a moment and consider how we can protect the folks who work in our organizations who might identify differently than we do," Reynolds says.
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