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Offering benefits that meet the needs of a diverse workforce is key to attracting and retaining the right talent.
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Diego Ramirez

Multinational client segment and

Mercer Marsh Benefits Latin America and Caribbean

Behind the curve on diversity

Many traditional benefit plans assume a linear life pattern, where an “average” employee gets married, buys a home, builds a family, and retires.

This means that health and wellbeing benefits often fail to take account of racial, ethnic, sexual orientation, gender identity, income, or country of origin, among other dimensions.

As such, health, risk protection and wellbeing benefits are far behind the reality of a diverse workforce.

Firms must adapt strategies and introduce benefits that support all employees, including people of color, women, LGBTQ+ individuals, veterans, immigrants, and people with disabilities.

Inclusive workforce 

Although 81% of employers are focused on improving diversity, equity and inclusion, only 38% of businesses actually have a multi-year strategy in place to achieve this.1

Employers must take care when designing plans and understand that a one-size-fits-all solution will not work.

[1] Mercer. When Women Thrive, Businesses Thrive, 2020. Available at:

Download MMB’s paper to discover the four-step process to lead the way on inclusive benefits.

Download paper