My Favorite Perks for Supporting Underrepresented Employees
2 minute read
Employee benefits are part of an employee’s total compensation package, and we select them so that everyone can benefit, right? I notice that benefits often reflect the needs and desires of the majority while leaving out employees who may need that additional support. Of course, focusing on a good medical, dental, vision, and supplemental insurance plan are very important. When you do think about adding benefits beyond that, these are a few I like.
1. Childcare stipends, discounts, or partnerships
Who this benefits: parents, caregivers, women
Companies will often give stipends for fitness memberships or partner with gyms to get a discount for their employees, but what about doing this for childcare? This additional money or discount can supplement the Childcare FSA benefit that provides tax free contributions for childcare. Companies will often partner with the YMCA for gym discounts, what about a discount to their after school program?
2. Financial Literacy Classes
Who this benefits: minimum wage and other low earner employees
Most anyone could benefit from a class on financial literacy, but this perk will be especially impactful for employees who may not have access to pay experts to help them with their finances. Employees’ ability to properly prepare for things like a new child, an illness, and retirement are so important. This benefits business because employees who aren’t worried about finances will be more able to focus on work.
3. Covering Memberships to Professional Groups that Focus on Underrepresented Groups
Who this benefits: all underrepresented groups
Some examples:
The Executive Leadership Council
The American Deafness and Rehabilitation Association
Association of Latino Professionals For America
In addition, sending underrepresented employees to conferences or workshops and recruiting through these organizations will help strengthen your diversity, equity, and inclusion efforts. Make sure employees are aware of this benefit, and in addition to suggesting professional groups that qualify, encourage them to come to you with groups that are important to them. Have set criteria ahead of time for assessing what types of groups will be reimbursed or paid for, and how much will be contributed per employee to ensure this benefit is equitable.
4. Floating Holidays
Who this benefits: employees who celebrate non-American or non-Christian holidays
Having holidays when the company is closed for everyone is beneficial for people to truly take that day off and not receive additional emails. But adding a floating holiday or two can enhance your time off program by allowing flexibility. More time off is great for everyone (including the company), and giving employees the ability to use it when it suits them is awesome.
These are just a few examples of the many employee benefits you can add that will create a more inclusive and equitable workplace. What benefits will you add?
