Looking to build an equitable work culture? Start here

The composition of our workforce has changed–thankfully, women are no longer relegated to the typing pool, and many employees come from diverse populations and backgrounds. On top of that, cultural definitions surrounding family units have shifted to account for the changing demographics of our workforce. Still, the benefits strategies used to support these employees haven’t evolved to match these changing paradigms.

While the rationale for Diversity, Equity, and Inclusion (DEI) in the workplace is self-evident, creating an equitable work culture doesn’t just benefit employees. DEI initiatives lead to greater equity, which pays off for organizations in many ways. For example, a recent Gallup Poll showed that companies that foster equity have greater success in hiring a diverse workforce, leading to increased innovation, productivity, and scalability.

Specific populations are more likely to need added support, but most benefits programs are one-size-fits-all. Benefits like Grayce address a felt need, allowing companies to consider the needs of all members and support a diverse workforce.

Here are a few ways to add a benefit like Grayce to help you build workplace equity.

Workplace equity for women

While people of every gender, race, and age serve as caregivers, a disproportionate percentage are women. The National Institute of Health estimates that 81% of caregivers are female. Women are underrepresented in many levels of the workforce, and it’s easy to surmise the impact of this imbalance on workforce equity.

The Center for American Progress reports that even after years of DEI work, women earn lower wages, have fewer opportunities for promotion, and are less likely to be chosen for higher-paid jobs. The U.S. Department of Labor Women’s Bureau estimates that women who serve as caregivers earn an average of $295k less in lifetime income.

The health of women also reflects the undue burden of caregiving. As explored in Grayce’s new employer guide, women who are caregivers are 32% more likely to develop chronic health conditions, 2X as likely to leave prescriptions unfilled, and 2X as likely to defer medical care.

This disparity–while widespread–isn’t irreparable. Social care benefits like Grayce can support female caregivers, giving them access to resources that mitigate the impacts of caregiving on their work and their health, leading to an equitable work culture.

Racial equity in the workplace

The National Alliance for Caregiving Report states that Hispanic people are the most likely to be caregivers, with African American populations a close second. With a higher prevalence of caregiving, these populations are more likely to feel the negative impacts of caregiving.

In our “Double the Duty, Double the Impact Infographic” we recently reported that, on average, Black employees spend 47% of their income caring for family, and Hispanic employees spend 33%. This is nearly twice the 18% that White employees spend.

This is especially troubling when paired with the fact that an AbsenceSoft survey revealed that leave requests are rising by more than 20% each year, and caregiving is the #3 reason that people miss work (behind illness and burnout). The very populations that depend most on their income to support loved ones are the people who are being forced to miss work due to caregiving.

We can surmise that the undue burden that family care has on Hispanic and African American populations is a contributing factor to the fact that

30% of employees who leave the workforce are from underrepresented populations. 

Our recent research for our “Employer Guide” demonstrated that the effects of caregiving range from increased stress and anxiety to increased absenteeism and turnover, and employees from diverse populations are disproportionately impacted. By addressing these impacts through solutions like Grayce, employers can ensure a work culture that supports employees of all races.

Workplace equity for LGBTQ+ individuals

The LGBTQ+ community has felt the burden of discrimination for centuries, which is likely part of the reason that the Family Caregiving Alliance reports LGBTQ+ individuals are much more likely to experience statistically significant levels of stress around social care issues.

Fortunately, the archetype for what is considered a “family” has shifted to include LGBTQ+ partnerships and adoptive families. As many as 9 million children are being raised by same-sex couples, yet the support ecosystem hasn’t completely caught up. LGBTQ+ individuals are more likely to face discrimination in parenting arrangements or need additional support in navigating their benefits. The paradigm is shifting, but LGBTQ+ individuals need added family care support. 

These stats are both stark and concerning. The number of people who openly identify as LGBTQ+ is expected to double in the next two decades—and social support solutions that help members of the LGBTQ+ community navigate family care can lead to improvements in their overall wellness and, ultimately, a workplace culture that is both equitable and diverse.

Age-based equity in the workforce

Social support is for all ages and stages. Younger employees may need pregnancy support or childcare, while sandwich generation employees need support caring for kids and parents. Older employees may need help caring for their spouse or parents or need services for bereavement and grieving.

Whatever employees need, one thing is clear: age diversity is positive for workplace culture. Companies that have age-based equity have been shown to have increased productivity and reduced turnover, demonstrating why so many are working to find solutions to support older employees.

An equitable work culture has real benefits

A recent report by Harvard Business Review concluded that for every dollar a company invests in DEI, it sees a 13% increase in its absolute power score, which correlates directly to revenue growth, shareholder return, and EBITDA margins. While it’s evident why DEI is essential in the workforce, it’s not always easy to find solutions to address it. Social care solutions like Grayce can be a great start.

Grayce’s proven family care platform addresses equity for diverse populations while supporting employees where they need it most. What’s more, Grayce’s average ROI is 6.1X, meaning you can improve equity meaningfully without impacting your budget.

To learn more about how Grayce can impact your DEI initiatives, download our free “Employer Guide” or request a demo.