Covid wasn't an anomaly; it was a magnifying glass that exposed inequities that persisted long before the pandemic.
Covid-19 pandemic has been the deep health inequities present in the United States and around the world. Nearly everywhere, groups that have been economically and socially marginalized experienced higher rates of Covid-19 and morbidity and mortality from infection.
Adults with disabilities are four times as likely as adults without disabilities to report having fair or poor health. Covid-19 wasn’t an anomaly. It was a magnifying glass, exposing health inequities that persisted long before the pandemic. Plan design changes can also cover out-of-pocket expenditures that are too costly for low-income families yet are proven to reduce health disparities. In 2021, in response to concerns about rising rates of Black maternal and infant mortality nationally, Walmart expanded benefits under its medical plan to include up to $1,000 in coverage for doula services. Doulas provide emotional and informational support and guidance to mothers during pregnancy and birth.
Most large employers today offer free or subsidized virtual health services that have the potential to overcome these barriers. However, those services often do not provide comprehensive primary care and adequate mental health services. So it’s important for employers to evaluate the virtual services offered by their health plan networks and invest in solutions that offer care that is culturally informed, contextually appropriate, and socially concordant .
Employers can leverage a range of tactics to make benefits easier to navigate, such as using inclusive language and imagery, employing a diverse and representative HR team, and training managers to identify employees with unmet needs and refer them to specific benefits programs. Employers may also choose to invest in a solution that gives employees a single point of contact for all their health and benefits needs.
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