Webinar: Reflections on leadership and legacy
The importance of having racial diversity in the financial services industry
Justice, equity, diversity, and inclusion: Strategies for the workplace
Meeting the benefits needs of today’s diverse workforce
Today’s social justice movement is an opportunity for organizations to move beyond rhetoric by weaving justice, equity, diversity, and inclusion (J.E.D.I.) into the fabric of their company and values to make lasting change.
Despite recent progress in the US on benefits equality and inclusion, the journey has just begun for many organizations, and much more work lies ahead. And — in a world changed by the COVID-19 pandemic and social justice movements that highlight systemic racism and injustice — a more diverse and inclusive workplace is more important than ever. It has become a business imperative for employers to address the unique benefits needs of these growing workforce segments.
Racial justice matters
The events of the past few years heightened and intensified conversations around racial justice. As new questions have emerged around what racial inclusion looks like in 2022 and beyond, organizations are taking a look at the faces that make up their workforce and beginning to understand that a diverse workforce can contribute to an organization’s revenue, retention rate, and overall employee satisfaction.1
- Watch the webinar
- Webinar: How parents can speak with children about race
Address concepts like unconscious bias, systemic racism, and micro-aggressions in an age-appropriate way
Watch the webinar - Article: Conversations about diversity and inclusion
Explore how a diverse workforce can contribute to an organization’s revenue
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Equity for women in the workforce
Today’s workforce has more women and older workers (55 or older), is better educated and more racially diverse, and includes more employees born outside the US than 15 years ago. So, when it comes to offering support, flexibility, and benefits to your employees — especially to women — they don’t all want the same thing or want traditional offerings. Learn more about strategies to support the women in your workforce.
- Report: Women’s well-being
Working women’s lack of well-being can lead to productivity and performance declines, but employers can help
Read the report - Article: How to make your benefits strategy work for women
Not all employees, including women, want the same benefits
Read the article - Webinar: Making benefits work for women. What’s your strategy?
How to design an inclusive benefits program that supports women's holistic well-being - mental, physical, and financial
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The LGBTQIA+ community
At least 20 million Americans identified as LGBTQIA+,2 which includes 7% of the workforce.3 LGBTQIA+ workers acknowledge progress in workplace and benefits equality but agree that there is a long way to go. Creating an inclusive workplace isn’t just the right thing to do, it’s vital to attract and retain a loyal workforce.
One way to create a better experience for your LGBTQIA+ workforce is to ensure your insurance provider is able to process gender-based claims in accordance with the person and not the gender. Most in the trans and nonbinary community must appeal in order to get baseline care like pregnancy and various types of cancers covered.
- Article: Inclusive Benefits
Dive into LGBTQIA+ research, infographic, and video on equal rights in employment and workplace benefits
Read the article - Article: Supporting transgender employees
How employers can mitigate benefits roadblocks for transgender employees
Read the article - Webinar: Out, Open, and Proud
Empower your LGBTQIA+ employees to bring their whole selves to work
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Supporting those with disabilities in the workforce
Nearly 6 million Americans with a disability are in the workforce, and the employment-population ratio among those with disabilities has been rising over the past decade.2 As communities and businesses adapt during the pandemic, we can learn from the disabled community how to navigate life remotely and improve accessibility.
Ensure your organization’s benefits are updated for inclusion. When considering short-term and long-term disability, include trans and nonbinary care in the leave process for any surgeries.
- Article: Tips for building a disability employee resource group
How to define whom an ERG will serve, integrate with business goals, and create a roadmap for leadership teams to help ensure ERGs’ success and sustainability
Read the article - Webinar: Beyond Insurance: Building a 360° disability inclusion strategy
How to be proactive vs. reactive in improving accessibility for employees with disabilities, and how to potentially reduce mental health leaves
Watch the webinar - Infographic: How a post-COVID-19 workplace can embrace accessibility – for everyone
What organizations can learn from their disabled employees about adapting to a new normal
View the infographic - Report: Future Accommodations
This latest report from Guardian's 11th Annual Workplace Benefits Study looks at how employers can take steps towards inclusivity today
Read the report - Article: Embracing disability inclusivity beyond the pandemic
An interview with Dr. Feranmi Okanlami on considering operating models
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Article: Helpful insights and resources for family caregivers
Access to essential resources and knowing what to look out for can help alleviate the uncertainty of caring for family members and help avoid declines in the caregiver's own health
Infographic: The unseen labor of family caregiving
Organizations who offer caregivers more empathetic benefits policies and programs are viewed more favorably with the end result being a more loyal, committed, caregiver workforce
Article: How employers can support caregivers coping with increased responsibilities
Strategies that employers can put in place to support caregivers, like organization-wide buy-in and enhanced benefits
Article: Providing flexibility and support for single parents
Offering better support and flexibility could make full-time work possible for more single parents, as well as make life more manageable for those already employed full time
Justice, equity, diversity, and inclusion (J.E.D.I.) initiatives at Guardian
Guardian was founded by a civil rights attorney over 160 years ago, so social justice is deeply rooted at our organization. We’re committed to taking steps, big and small, to ensure that we are driving a greater sense of inclusion across Guardian and creating an environment where every colleague feels valued, heard, and respected. Creating a culture that is inclusive and diverse at Guardian is not only the right thing to do, it also makes good business sense.
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