Large Employers Halting Return-To-Work Planning
The Pacific Business Group on Health surveyed 41 member organizations and found that 57% are waiting until circumstances change before they plan for employees returning to the workplace.
Large employers are holding off on making plans to bring their staff back to the workplace, according to a recent member survey from the Pacific Business Group on Health.
Coronavirus infections have been steadily declining in the U.S. since late July. But thanks to a nationwide increase that began in mid-June, 57% of companies said they were put return-to-work plans on hold until circumstances change. The other 43% said they are continuing to plan for bringing employees back to the worksite, with multiple enhanced safety measures in place.
PBGH represents 41 public and private organizations across the U.S that together spend $100 billion annually purchasing health care services. The largest 15 employers in the group collectively provide health benefits to roughly four million employees and their dependents.
These organizations are also taking into account the fact that schools throughout the U.S. are turning to virtual education this fall. This is prompting 82% of them to create flexible schedules for parents with young children, while 18% are offering additional childcare options through specialty vendors.
With a renewed spotlight on social and racial equity, thanks both to the nationwide protests in the wake of the murder of George Floyd and the stark data on the disproportionate impact of COVID-19, these organizations are also taking measures to reduce inequalities.
Of those surveyed, 80% say their C-suite and board of directors are calling for organizational-wide initiatives to reevaluate hiring policies, promotional advancement and compensation equity. One-third say they are hiring a diversity and inclusion leader, while two-thirds say they are working with local communities in the areas in which they do business.
Two-thirds are also looking at benefits and health and wellness programs to ensure equity in access and use. Specifically, 57% are ensuring health plans reimburse providers for telehealth services, while 36% are increasing primary care access and services.
Some other strategies are being by less than a quarter of respondents. These include expanding and ensuring employee access to culturally representative health care providers along with requiring that health plans tracking utilization and outcomes by race, ethnicity, language, and gender.
Partnering with public health authorities to address health inequalities was not part of the plans of half of the respondents. Another 21% say they’re already doing so, while 29% said that they are actively considering such partnerships.