Legal & General Retail has launched a new diversity, equity and inclusion (DEI) framework to further the growth of group income protection in the workplace.
This framework is set out in the second edition of its chief medical officer’s report, which explores how GIP can help contribute to a company or organisations DEI goals.
This report comes at a time when research by group risk industry body Grid found only 49 per cent of employers say they would consider providing benefits that support all employees.
Legal & General says this new report provides a framework to help intermediaries discuss this with their clients, with a particular focus on organisational culture.
It adds that that GIP remains a scalable solution that can help employers improve DEI outcomes across their workforce, with the aim of keeping employees happy, health and productively in good work regardless of any existing or new health conditions or disability.
As well as day-to-day support for those in work, the insurer says GIP is designed to support DEI goals by intervening early with personalised support, with a view to help prevent short term absences becoming longer term problems.
Featuring an introduction by Dr Tarun Gupta, L&G Retail’s chief medical officer the report, includes insights from a wide range of experts, both in-house and independent.
This includes articles from Johnny Timpson OBE, financial inclusion commissioner, on access to insurance, support for employers to get the foundations right, and government goals to improve workforce participation. There is also information from Professor Simon Gilbody, professor of psychological medicine & psychiatric epidemiology at University of York, on his clinical work on loneliness and depression, and the potential implications for return to work support.
Legal & General Retail group protection claims & governance director Vanessa Sallows says: “What could be more equitable and inclusive than providing a benefit that’s designed to not discriminate, one which aims to support employees to stay in good work, whatever their health condition or disability; invisible or not.
“Accompanied by added value benefits that also support the wellbeing of employees’ immediate families, providing access to services such as a virtual GP, physio and mental health services and more. However, to fully support DEI goals, GIP needs to be provided to all employees, not just the management team. Illness and injury don’t discriminate by level of seniority, neither should benefits.”
Dr Tarun Gupta, Chief Medical Officer – UK Protection, Legal & General Retail adds: “For the benefits of diversity to be felt by people and organisations, the conditions for equity and inclusion need to be created. GIP has an important role to play in this. As it is designed with no barriers to access, GIP can not only afford valuable financial peace of mind, but also everyday wellbeing support, and access to a vast range of vocational clinical expertise when sickness or injury strikes.
“We see the difference that our Be Well. Get Better. Be Supported. framework makes to people, helping them to stay well, and to return to good work as quickly as possible, where appropriate. Supporting people to stay in good work – with all the financial, emotional and social benefits that come with good work – represents equity and inclusion in action, in our opinion.”
