To make their employees feel valued and included, employer efforts need to be tangible. One of the most impactful solutions is inclusive benefits programs.

By marking cultural observances and awareness months, we celebrate the many voices that shape our world. In the workplace, recognizing these months can boost inclusion. However, many employees are leery of companies that post about these observances on social media but don’t actually foster inclusion in their environments. 

For example, Pride Month has become one of the most celebrated awareness months in recent years. Companies incorporate the pride flag in their logos, create marketing campaigns that feature LGBTQ+ people, and even sponsor pride-related events. But without real efforts to create inclusive workplaces, these gestures can feel hollow, which is known as rainbow-washing or pinkwashing.

A 2024 survey found that 64% of LGBTQ+ people see corporate pride efforts as performative gestures rather than a true commitment to diversity, equity, and inclusion. Forty percent said their employer participates in Pride Month activities, but 30% say they don’t do enough throughout the year to support LGBTQ+ employees.  

If companies want to make their employees feel valued and included, their efforts need to be tangible. One of the most impactful steps you can take is to offer inclusive benefits programs. 

Why inclusive benefits matter

According to Mercer’s 2024 Global Talent Trends study, employees’ top request is greater flexibility. They want more benefit options and the ability to personalize their packages. Delivering on this means embracing workforce diversity. Inclusive benefits are a powerful way to show employees they belong, just as they are.

When employees receive benefits tailored to their personal needs, the effects are lasting. For example, imagine the impact of offering paid parental leave to all parents, regardless of their path to parenthood. How many of the older women in your workforce would appreciate having access to menopause care? Think about the reach your programs could have with multilingual mental health support. These inclusive programs empower employees to fulfill their aspirations and tackle day-to-day challenges by catering to their unique needs.

Offering inclusive benefits is a major opportunity for employers who want to do more to drive inclusion, and there’s currently a huge gap. For instance, in the survey referenced earlier, only 15% of LGBTQ+ employees said they were offered gender-affirming benefits and 15% have access to family planning benefits.

So, how can you start moving towards a more inclusive approach to benefits? Take these steps.

Evaluate your current programs

Which benefits are accessible to a wide group of employees, and which ones aren’t? Are there any segments of your workforce that are particularly underserved? For example, could you expand some of your offerings to include domestic partners? 

This is also a good time to evaluate benefits utilization. Are some benefits only used by employees who work in certain locations? Why? Is there a language or accessibility barrier that prevents other employees from using those programs? This will help you identify where the gaps are.

Get feedback from your employees

Refine your employee surveys so you can get a better idea of what types of benefits they want, and whether your current programs are inclusive enough. Here are some questions to ask:

• Do you believe that our benefits support employees of all backgrounds and life stages?
• Have you ever struggled to use a benefit due to your unique circumstances (e.g., cultural background, family structure, disability)?
• Are there any wellness programs or healthcare benefits you feel are missing or could be improved?
• Do our family-related benefits (e.g., parental leave, adoption assistance, fertility support) reflect a broad range of family structures and caregiving responsibilities?
• Would you be comfortable recommending our benefits program to a colleague who shares your background and needs?

Make sure you’re reaching the right people with the right programs

Offering the right benefits is just the first step. Making sure employees can access these programs is the next hurdle. Review your benefits communications to ensure that the language is clear and simple, and that multi-lingual options are easy to locate. Verify that your company intranet is accessible for people with disabilities with accommodations like alt tags, contrasting colors, and responsive design.

To make personalization easier for your employees, you can leverage new AI tools that allow them to self-serve. Employees can interact with these tools in a conversational format and get personalized recommendations on which benefits suit their needs. And they don’t have to rely on the HR team or an outsourced 1-800 number for answers.  

If your company has ERG groups, they can also help spread the word about your benefits. This is especially critical for niche benefits, like menopause care, that are only applicable to a segment of your workforce. 

Ask vendors for help

Your benefits providers want your employees to utilize their programs, so you should lean on them to increase inclusiveness, awareness, and engagement. Ask them to offer culturally aware, multi-lingual communication materials, especially if they will attend your benefits fairs. They should make their programs easy to understand, enroll in, and use for employees with disabilities, neurodivergence, or limited digital access.

True inclusion is tangible

True inclusion goes beyond social media posts and commemorative events. It requires real action. Employees want to see meaningful efforts, from equitable policies to inclusive benefits that demonstrate everyone is valued year-round. By embedding diversity and inclusion into your benefits programs, companies can move beyond performative gestures and create lasting impact.