Recapping 2020: Check out EBN’s top 20 stories from this year

December 15, 2020 12:00 PM

What employees want from employers during COVID

Employers and employees had to adapt very quickly to the avalanche of changes 2020 brought to the workplace. With the news constantly changing, the one consistency throughout this year has been uncertainty.

Employee Benefit News prides itself on being a source of accurate and relevant information for our audience of HR and benefits professionals. Throughout the year, we’ve been on the frontlines of reporting the impact of remote work on working parents, the emerging mental health crisis, diversity and inclusion initiatives in the workplace, and much more.

Our team of editors selected the top 20 stories from this year:

Drunk and high at work? Employers confront a new addiction crisis

It is estimated that 21 million people suffer from substance abuse disorders. The cost to the workplace is staggering: Drug abuse and addiction cost $740 billion annually, due to lost productivity and healthcare costs to the employer, according to American Addiction Centers. Even before COVID-19, the opioid crisis had reached epidemic levels, with more than 130 opioid-related deaths occurring every day in 2019. Opioids alone cost employers $78.5 billion per year in productivity, absenteeism, healthcare and crime-related costs, the CDC found. The impact on the workplace is only expected to grow because of the isolation, mental health strain and stress caused by the COVID-19 pandemic.

“It's the nature of the work itself that leads to these outcomes,” says Dr. L. Casey Chosewood, director of the Office of Total Worker Health with the Centers for Disease Control and Prevention. “Employers can intervene to help worried workers. They can communicate more frequently. They can show more flexibility day in and day out as far as schedules and the demands of the job. Supervisory and organizational support are two of the most powerful interventions.”

Read More: Drunk and high at work? Employers confront a new addiction crisis

Addressing racial trauma and PTSD among Black employees

During a year that’s seen intense racial strife and the inordinate effect of COVID-19 on their communities, Black employees are dealing with elevated levels of mental health distress that have impacted their professional lives.

“For so many Black communities, you're just trying to get up to a baseline. You're not able to have conversations about thriving or do preventative care because you're just trying to survive,” says Dr. Milo Dodson, a senior staff psychologist at UC Irvine.

In addition to not feeling like they can’t bring their full selves to work, the stigma around seeking help for mental health issues keeps many Black employees isolated and struggling in silence, Dodson says. Employers need to be open to the experiences of Black employees by listening and then tailoring their programs to the specific needs of this employee population.

Read More: Addressing racial trauma and PTSD among Black employees

Why keeping women employed during COVID-19 boosts business and the economy

Labor participation for women has cratered to the lowest level in a decade, as rehiring rates lag behind their male counterparts — the latest key indicator to limit womens’ career gains in the workplace.

The so-called “she-cession” is notable as key sectors such as hospitality and healthcare are dominated by women, and those industries are seeing a slower rebound than those populated by men, like tech and construction.

“This isn't just an issue for women. It's an issue for families and it's an issue for the government and economies because it drives GDP,” says Jennifer Reynolds, a former investment banker and CEO of Toronto Finance International.

Read More: Why keeping women employed during COVID-19 boosts business and the economy

The burden of bereavement: Grief is the latest challenge for employers in the coronavirus era

Workplaces struggle with how to address grief and death, often defaulting to one-size-fits all solutions, like short, standardized bereavement time off.

It’s important employers embrace their own discomfort and acknowledge it. This opens up an opportunity for the employee to take the lead in asking for what they need from their manager and colleagues.

“Businesses are recognizing that they're going to see a lot more people coming back that are grieving and have lost someone, and they want to be able to support them in the best way possible,” says Liz Eddy, co-founder of Lantern, an app-based platform for end-of-life planning and grief support. “It starts with the workplace, and it starts with the leadership within the company. Employees will see that when they go through a hard time, their employer has their back.”

Read More: The burden of bereavement: Grief is the latest challenge for employers in the coronavirus era

Mental health and telehealth apps come of age amid coronavirus crisis

Addressing mental health has been an increasing priority in the workplace, as more than half of the working population struggles with mental health issues related to anxiety and depression. Seventy-eight percent of companies offer an EAP with mental health resources, according to the Society for Human Resource Management. Now more than ever, employers are relying on those programs to be a resource to employees who may be struggling.

“This shifting landscape is affecting everyone," says Rich Pierson, co-founder and CEO of Headspace. "To help people around the world deal with these unprecedented levels of stress, we are working hard to expand access to our meditation content to help folks manage anxious thoughts, build mental resilience and navigate through this uncertainty."

Read More: Mental health and telehealth apps come of age amid coronavirus crisis

Your fertility benefits may be excluding LGBTQ+ employees from treatments

When Lindsey Callahan and her wife Chrissy Callahan decided to become parents, they knew they would face more challenges on the road to parenthood than opposite sex couples. Family planning benefits support, including fertility treatments, are offered by just 31% of companies, according to the Society for Human Resource Management.

However, thanks to a fertility benefit offered by Lindsey’s employer, Salesforce, she and Chrissy had a smooth transition into motherhood. Salsesforce offers employees access to Progyny, a fertility benefits provider. The Callahans were able to take advantage of education services, and were provided with a care management professional who walked them through the more complicated parts of their journey and helped connect them with the appropriate clinics and doctors. Today they have a 10-month-old son, Charlie.

“Employees are looking for fertility benefits that help them build their family, regardless of the path to pregnancy, in a supportive and healthy way,” says Lisa Greenbaum, the chief client officer at Progyny.

Read More: Your fertility benefits may be excluding LGBTQ+ employees from treatments

Employees in the veterinary field are underserved by mental health and financial well-being benefits

With high rates of student loan debt, a lack of employer-offered benefit options, and a relentless 24/7 workload, veterinarians are facing mental health challenges that can go undetected and have tragic consequences.

Female veterinarians were 3.5 times as likely, and male veterinarians were 2.1 times as likely, to die from suicide as the general population, according to a study by the Centers for Disease Control and Prevention. About 75% of the veterinarians who died by suicide worked in a small animal practice.

Organizations that employ veterinarians have a unique opportunity to provide benefits that address and improve employee mental health.

Read More: Employees in the veterinary field are underserved by mental health and financial well-being benefits

Why female employees are burning out at a faster rate than men

Working women are struggling under the pressure of outsized work and home responsibilities, causing their health and career success to deteriorate. If employers don’t step up and invest in the mental health and wellness of their female population, they are in danger of losing half their talent pool.

“Women have a stronger tendency toward certain emotions, like guilt. So women are more likely to feel a sense of responsibility to be everything to everyone,” says Dr. Laura Gallaher, an organizational psychologist and founder of Gallaher Edge. “In a patriarchy, women are impacted disproportionately because of stereotypical gender roles, prejudice and discrimination. In difficult times, like what we're in now, fear goes up and people resort back to cognitive shortcuts, like [gender] stereotypes.”

Not only is this extra burden having a negative effect on women’s mental health, but it could lead to physical ailments and higher rates of burnout among female employees.

Read More: Why female employees are burning out at a faster rate than men

Law firms reject old stereotypes, embrace family planning benefits

Law firms have a social reputation of being cold places of business, where over caffeinated workaholics spend every waking hour at their desks, doing whatever it takes and making sacrifices in their personal lives to make partner and establish their careers. That reputation is not unfounded: the billable hours required for the partner track is more than 2,000 hours a year and a 60 to 70-hour workweek, according to Law.com.

When lawyers make the decision to have a family — specifically women — it means eventually having to ease their workload. But the employee must understand they will not be returning to the same career trajectory they were on when they took parental leave.

“Backing off the throttle is an absolute necessity when you have a child,” says lawyer Heather Haughian. “It’s an unfortunate part of the traditional law firm model that you are penalized if you do that. Whether it is conscious or not, when women try to come back, they are at a disadvantage with their male counterparts.”

Read More: Law firms reject old stereotypes, embrace family planning benefits

Thank God it’s Thursday. Making the case for a four-day workweek

The 40-hour workweek became the standard in 1940, and even now a majority of employers expect their workers to adhere to a Monday through Friday schedule.

But with burnout rates on the rise and workplace productivity losses costing employers billios, companies may want to consider transitioning to a condensed schedule.

While just 15% of employers currently offer this schedule, according to the Society for Human Resource Management, the rise of flexible and remote working arrangement as well as advancements in technology and automation are pushing this idea toward becoming reality for more workers.

Read More: Thank God it’s Thursday. Making the case for a four-day workweek

How the coronavirus pandemic is shaping the future of work

The American workplace is in the midst of unprecedented change that may put a permanent stamp on how companies conduct work for decades to come.

Even before the coronavirus pandemic, companies were experimenting with things like shorter hours and workweeks, as well as remote work. Likewise, digital healthcare is experiencing a boom that will change consumer habits, while the race for talent has become even more competitive with the acceleration of remote recruiting tools and thousands of new job seekers.

“The coronavirus has changed every aspect of the workforce,” says Julie Schweber, senior HR knowledge adviser at SHRM. “[Going forward], employers may need to be more accepting of employee requests for any type of sick leave or paid leave. They [also] need to consider more remote work, because I don't think we've ever seen it work so well and for so long, and so broadly.”

Read More: How the coronavirus pandemic is shaping the future of work

How to support employees with disabilities during COVID-19

The coronavirus pandemic is having a harsh impact on adults with disabilities, putting more pressure on employers to adopt better benefits and policies to support staff with special needs.

The unemployment rate for people with disabilities was at 80% in 2019, according to the U.S. Labor Bureau of Statistics. Since the pandemic began in March, 1 in 5 workers with disabilities lost their jobs versus 1 in 7 of their able-bodied peers. Nearly one million jobs have been lost in the disabled community.

“The pandemic has really impacted the disability community much, much more than their able-bodied peers,” says Jessica Tuman, vice president of Voya Cares at Voya Financial. “This is a population that's already marginalized. They're often the first to be laid off, furloughed or forced to stop working because many people with disabilities have health implications, so they're more at risk of contracting COVID-19.”

Read More: How to support employees with disabilities during COVID-19

How to become a better ally in the workplace

The killing of George Floyd and the ensuing protests against police brutality have forced companies to take accountability for everything from lack of diversity in leadership to insufficient inclusion practices and policies.

Corporate statements responding to the aftermath — from speaking out against racial injustice to pledges to increase diversity and to donate to civil rights groups — are good first steps, but the most important thing one can do as an ally is to take action, says Risha Grant, a diversity, inclusion and bias expert.

However, that’s something that’s easier said than done, maybe especially in the workplace. Some people may not take action because of fear of doing something wrong, or upsetting a colleague. But in confronting racism and discrimination at work, missteps and people saying the wrong thing will be part of the learning process, Grant says.

Read More: How to become a better ally in the workplace

Benefits plans are adapting to the demands of a diverse workplace

Employers continue to adjust plan designs and offerings to emphasize lifestyle-focused benefits like mental health and fertility treatments in order to meet the diverse needs of today’s workforce, according to DirectPath’s annual Gartner Trends Report, which gives insight into employers’ 2020 health care benefits strategies.

Some of the trends being incorporated into benefit offerings this year include new attention to emotional well-being, a renewed interest in voluntary benefits like pet insurance and an increased focus on family-focused benefits, like fertility treatments and child and eldercare support.

“The data suggests that offering hyper-personalized benefits that focus largely on family-related needs has a significant impact on an employee’s satisfaction with their health care benefits — a trend we expect to continue in the future,” says Monique McCloud-Manley, vice president of the Gartner HR practice.

Read More: Benefits plans are adapting to the demands of a diverse workplace

JPMorgan Chase’s Autism at Work program opens doors for those on the spectrum

A majority of people with autism are unemployed — despite exceptional technical talent and professional abilities. But as prominent companies nationwide actively recruit people on the spectrum, more employers are starting to recognize the value of the untapped talent of the autism community.

JPMorgan Chase’s Autism at Work program has helped the company fill a talent gap in its software engineering and quality assurance departments. When the program first started in 2015, a cohort of five employees on the spectrum were hired. Within the first six months, those employees were 48% more productive than employees not on the spectrum who had been at the same job three to ten years.

“Folks who are on the spectrum are very strategic, they follow directions and they follow a timeline,” says Anthony Pacilio, global head of Autism at Work for JPMorgan Chase. “The amount of focus and dedication that they bring to the table permeates the culture. It permeates everybody around them to step up their game because they see the effort and how hard working folks on the spectrum are.”

Read More: JPMorgan Chase’s Autism at Work program opens doors for those on the spectrum

Nashville school district leader overhauls maternity benefit pricing

David Hines doesn’t believe having a baby should be expensive — so he restructured his benefit plan to ensure parents would pay zero out-of-pocket costs for doctor appointments to start a family.

As the executive director of benefits at Metro Nashville Public Schools, Hines has a reputation for thinking outside the box when it comes to benefit packages. Thanks to his efforts, his school district is able to provide primary care, physical therapy, chiropractic care and more at five onsite clinics. But his latest accomplishment overhauls how employers pay for maternity care.

“I felt like I was getting beat up over our neonatal costs,” says Hines, the 2020 Healthcare Benny Award winner. “And for whatever reason, we would still have eight babies come prematurely, or have other complications that led to the baby being sick. I wanted something that provided quality, value-based care.”

Read More: Nashville school district leader overhauls maternity benefit pricing

Paid leave rules have changed — will they affect your workforce?

Employers need to familiarize themselves with changes to the Families First Coronavirus Response Act — or risk financial consequences, labor attorneys say.

“Knowledge equals compliance,” says Scott Cruz, labor attorney and officer at Greensfelder, Hemker & Gale. “The changes are in effect now; you need to make sure you’re up to speed and consulting with competent counsel about how the revisions affect your business.”

The Department of Labor revised the paid sick and family leave act after a judge from the U.S. District Court for the Southern District of New York invalidated some of its stipulations — calling into question whether the rest of the country should follow suit. Some of the judge’s changes were upheld in the DOL’s ruling, others were not. The revisions address four key areas: laid off or furloughed employees, the healthcare industry, intermittent leave and timing of leave documentation.

Read More: Paid leave rules have changed — will they affect your workforce?

Promoted on maternity leave: How Salesforce supports working mothers

After the birth of her son, Emily Fultz took her employer's six-month maternity leave — but it didn't stop her company from promoting her to supervisor in the middle of a global pandemic.

“Before my son was born, I had several career conversations with my manager and different leaders on my team,” Fultz says. “One of them told me ‘The level and quality of the work you’ve contributed to this team up until this point doesn’t go away just because you’re having a baby,’ which really meant a lot.”

Fultz is now the product marketing manager at Salesforce, a San Francisco-based internet company. Prior to this promotion, Fultz helped organize content and webinars for the Marketing Cloud team — now, she’s one of its leaders.

Read More: Promoted on maternity leave: How Salesforce supports working mothers

PwC ramps up child care benefits for virtual back-to-school

School is back in session — at the kitchen table. To help employees juggle their work and parenting responsibilities in the age of COVID-19, Big Four firm PwC revamped their child care benefits with new and upgraded offerings.

Seventeen of the nation’s 20 largest school districts are choosing to conduct class remotely this year due to COVID-19, according to Education Week, a trade publication for educators. That means more than 4 million children will be learning spelling and arithmetic from home — right alongside parents who are trying to work.

“We wanted to help make things easier for our working parents,” says Kim Jones, people experience leader at PwC. “It’s a challenging time; many of our employees are overseeing their children’s education while working from home.”

Read More: PwC ramps up child care benefits for virtual back-to-school

CVS Health to launch new insurance product for gene therapy

Gene therapy could save and improve lives, but at $2 million per treatment, it’s out of reach for the most vulnerable of cases. CVS Health plans to make the therapy accessible through employer-sponsored insurance.

The healthcare company is leveraging its 2018 acquisition of health insurance company Aetna to spread out the cost of treatment, according to a white paper published by the company.. CVS Health also launched a new insurance product to absorb the financial risk of covering these therapies.

“Gene therapy is having a very substantial impact for patients with very serious illnesses, and the results appear to be durable,” says Dr. Troy Brennan, chief medical officer for CVS Health. “That’s why it’s important to make it as affordable as possible.”

Read More: CVS Health to launch new insurance product for gene therapy