• What is your strategy for understanding those you’re not reaching? • Hquoawlitdaotiyvoeuanmdeqasuuarnetitthaetivsuecmceestshoodf sy?our offerings? Do you use both • Iwf hy ao tu er xotfef ne rt ihnagvsei nyvooul vl oe omk ea dc hai tn ien lheearrenni nt gb iaans di na rytoi fui rc iaallgionrt ietlhl img esn? c e , t o Make Sure Benefits Are Accessible at All Income Levels Many employers offer the same level of healthcare and other benefit choices to all em - ployees. That does not necessarily mean that benefits are accessible and affordable to aelrl-wemagpelopyoeseist.ioWnosm, en across all racial and ethnic groups are over-represented in low- 83 a consideration employers should keep in mind when assessing how equitable their offerings are. 84
EQUALITY VS. EQUITY IN EMPLOYER HEALTCARE BENEFITS
HEALTH AND WELL-BEING
BENEFITS
EQUALITY
EQUITY
Implement Digital Tools to Help Chronic Disease Management and Care Delivery Many employers have digital tools to help employees manage chronic illnesses like dia - betes and obesity, and to support mental health. Similar tools exist to help with cardio - vascular health, maternal health and healthy behaviors like smoking cessation. All such tools can be valuable. As u 2m0e1r6s fOo lui vnedr tWh ayt mwaonm/ Fe On ,RmT Uo rNeEt hKanno mw leend, gwe aGnrt oe ud pp rs ouvr ivdeeyr so ft hma ot roef f et hr ea dn t2e, c0h0n0o cl oogny- that streamlines care delivery. Examples include on-demand care that fast-tracks ac -
83 https://nwlc.org/resource/low-wage-jobs-are-womens-jobs-the-overrepresentation-of-women-in-low-wage-work/ 84 https://online.flippingbook.com/view/703279374/36/
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