How to connect with Hispanic and Latinx employees through benefits
Hispanic and Latinx employees currently make up about 19% of the U.S. workforce—and that number is on the rise exponentially. Because Hispanic workers are younger compared to the rest of the working population, it’s expected that Hispanic and Latinx employees will account for 78% of net new workers in the U.S. between the years 2020 and 2030.
These workers play a vital role, and it’s important for employers to foster inclusive workplaces that honor their diverse cultural backgrounds.
In celebration of Hispanic Heritage Month, check out these six ways employers can connect with Hispanic and Latinx employees through employee benefits.
1. Ensure health plans share provider diversity
When it comes to health care, language and cultural barriers are factors that contribute to disparate health outcomes for Hispanic and Latinx Americans.
There are many studies that show how important representation is for Hispanic and Latinx people. About one-third of Hispanic Americans say they prefer seeing a Spanish-speaking health care provider, and around the same number say they would prefer to see a Hispanic doctor for routine care.
When patients are cared for by a physician who shares their language or racial or ethnic background, they tend to have better health outcomes.
Employers should ensure that the health plans they choose have provider directories that include demographics such as the language, race and ethnicity of covered providers. This can help Hispanic and Latinx employees find doctors that can provide culturally competent care.
2. Offer voluntary benefits that address unique needs
Northwestern Medicine shares that diabetes, hypertension, chronic kidney disease, chronic liver disease and cancer are among the most prevalent health issues in this community.
Voluntary benefits, such as critical illness insurance, allow Hispanic and Latinx employees to choose benefits that align with the diversity of their needs.
Unlike major medical insurance, voluntary benefits are paid directly to employees, not doctors or hospitals. This means employees can use the benefits for ANY purpose, including out-of-pocket medical bills and living expenses. Considering almost two in five Hispanic workers feel like they’re living paycheck to paycheck, voluntary benefits can help protect workers from draining savings, dipping into retirement accounts, and filing for bankruptcy due to a medical condition.
Life insurance is another important voluntary benefit for Hispanic and Latinx workers. According to Life Happens, more than half of Hispanic American say they have a life insurance need.
3. Provide benefits education and communication in preferred languages
Some Hispanic and Latinx employees may be more comfortable communicating in Spanish or Portuguese, while others prefer communicating in English.
Employers should ensure that employee benefits education and communication are available in workers’ preferred languages. This will help employees understand what benefits they have and how to use them, increasing utilization and appreciation of benefits.
4. Offer education and upskilling opportunities
Without intervention, the Latino executive leadership gap is on track to increase to 600% by 2050, according to the Latino Leadership Institute.
Continuing education, mentorship programs, skill-based training, classes and leadership courses are all examples of professional development that can help Hispanic and Latinx employees advance their careers.
By upskilling these workers, employers can help accelerate their career trajectories and retain employees.
5. Prioritize mental health care
Hispanic and Latinx people have similar vulnerability to mental illness as the general population, but they’re over 11% less likely to receive treatment compared to the U.S. average. Language barriers, financial and insurance barriers, and stigma are among the reasons why many in this community don’t receive mental health treatment.
Employers can help ensure their Hispanic and Latinx employees have the mental health support they need by:
- Fostering a safe and supportive Hispanic/Latinx employee resource group (ERG) that provides community and connection.
- Integrating mental health benefits into their benefits package.
- Making sure employee assistance programs (EAPs) have therapists available who are culturally competent and trained to work with Hispanic/Latinx employees.
6. Provide benefits advocacy services
Forty-nine percent of Hispanic Americans say the process of getting medical care at hospitals and medical care centers is very or somewhat hard to understand.
One way to help employees become more confident is to provide them with a benefits advocacy service.
Knowledgeable and experienced advocates can answer benefits questions, provide procedural cost and quality reports, explain employees’ out-of-pocket costs, and resolve claims issues, helping employees make better decisions about their care.
Want more? Check out our blog, 6 employee benefits that support diversity, equity and inclusion.
Washington National is here for you!
During this month and throughout the year, Washington National honors the history, heritage and accomplishments of Hispanic Americans. If you have questions about how we can support your Hispanic and Latinx employees, contact us here.