At ERB, we recognize that employee benefit plans designed around the concept of a “standard employee” fail to support the diversity of America’s evolving labor force. This is especially relevant in a city as vibrant and multicultural as Pasadena, CA. With input from employees across the spectrum of age, ethnicity, family status and more, we can shape benefit offerings that promote inclusion for all.
ERB starts the customization process by surveying employees to understand priorities around areas like health care, retirement savings, flexible work arrangements and family leave. Gathering perspectives across departments and demographics reveals pain points as well as differences in needs and values. For example, a technology company employing mainly millennial workers may wish to offer generous parental leave policies, while retail employees balancing multiple part-time jobs could benefit more from basic healthcare, disability or life insurance.
Armed with insights from the survey, the ERB team consults with clients to address uncovered needs through innovative benefits planning. Offering choices empowers employees to select plans matching their lifestyle. Voluntary benefits allow individuals to pay extra for enhanced policies like cancer or critical illness coverage. We also explore low-cost or free additional benefits such as gym memberships, tuition assistance and employee resource groups that can boost health, growth and community.
Progressive family leave and flexible scheduling options promote gender, family and age diversity by supporting employees at all stages of life. Benefits supporting mental health, addiction treatment, chronic illnesses and disabilities allow neurodiverse employees and those with specialized needs to thrive alongside mainstream workers. Prioritizing diversity and inclusion pays dividends through reduced turnover, easier talent acquisition and a thriving company culture.
While tailoring and maximizing benefits, we also contain costs by leveraging our expertise to secure advantageous partnerships and rates based on each client’s parameters. Our independent status allows us to arrange creative solutions without ties to any one provider. The end result delivers benfits personalized for a diverse workforce, at a competitive cost for employers.
Cultivating an inclusive culture extends beyond offerings clearly targeting diversity. Even programs like retirement plans or expense management can integrate equity measures. For example, designing retirement plans accessible to both highly compensated employees and lower wage workers brings equality. Considering demographics in all aspects, not just obvious areas like family leave, weaves diversity throughout.
Employee resource groups (ERGs) provide another low-cost, high-impact way to promote diversity and inclusion in the workplace. These company-supported groups bring together employees with a shared identity, background or demographic. Common ERGs may unite minority racial/ethnic groups, women, single parents, young professionals, LGBTQ employees, neurodiverse workers and more. They empower individuals with fellowship, mentorship and education to thrive personally and professionally.
For employers, ERGs reduce turnover, enhancing retention among minority groups who feel sustained. They also serve as a pipeline for insights to inform diversity programs and policies. When valued as partners, ERGs provide authentic employee perspectives to shape everything from benefits packages to recruitment tactics, ensuring programs resonate across the spectra of workers. Supporting the grassroots efforts of those closest to the impacts of policies compounds opportunities for true inclusion.
At ERB, we find that taking a customized approach not only supports diversity and inclusion, but also empowers employee satisfaction and retention. The City of Pasadena gains tremendously from the diverse talents of its citizens. We enable organizations to follow suit, promoting equity by embracing the unique needs of all employees. By providing security and opportunity across the spectrum, employers position themselves to unlock the full potential of their human capital.
