How can you ensure your employee benefits program aligns with the UN Sustainable Development Goals?

Offer comprehensive health insurance, mental health support, and wellness programs that encourage physical activity, healthy eating, and regular medical check-ups. Provide access to counseling and stress management resources to support mental health.

This is an important first step for any organization and is often overlooked. Identifying areas of priority is critical to set a clear path forward when aligning your employee benefits to the SDGs.

Integrate benefits promoting health, well-being, and work-life balance (SDG 3 & 5), eco-friendly initiatives for sustainability (SDG 12), diversity and inclusion programs (SDG 10), and opportunities for education and skill development (SDG 4), fostering social and economic empowerment in line with the UN Sustainable Development Goals.

Understanding the underlying health needs of your employee population is important to adding relevant benefits that help to improve health outcomes. Needs will vary across different employee populations and what works well for one group may not work well for others. Again, tying to your priorities and understanding health needs will ensure an optimal design in your program.

This is an interesting one, but certainly something that is becoming more and more important for Gen Z and new hires. First, take a look at your benefits program to identify areas where it can contribute to the SDGs; I think the easiest areas would be promoting health and well-being, gender equality, or sustainable consumption and production. Introduce benefits that support these goals, such as wellness programs, parental leave policies, or initiatives to reduce carbon footprint. We host quarterly calls on ideas for employees to reduce their footprint and if we do travel we look for ways to offset that. Partnerships with suppliers and vendors who adhere to sustainable practices and ethical standards.

Create opportunities for employee development through education and training programs. Offer tuition reimbursement for courses related to their job or career advancement. Support lifelong learning and skills development to help employees adapt to changing job markets.

It is important to review the language contained in your policies and contracts from your vendors. Organizations should ensure, where possible, documentation uses language in a way that breaks down barriers and reduces stigma in accessing benefits.

Implement policies that promote gender equality, such as equal pay for equal work, parental leave for both mothers and fathers, and programs to support women's advancement into leadership roles. Ensure fair wages and safe working conditions for all employees. Offer benefits that promote work-life balance, such as flexible working hours, remote work options, and adequate paid leave.

Often organizations have various metrics in reporting on these areas. Ensure you are capturing base line data and use metrics that can be measured over time.

Design benefits programs that are inclusive and accessible to all employees, regardless of their background, gender, race, or disability status. This includes providing equal opportunities for benefits and career advancement. Implement environmentally friendly practices in your workplace. Offer incentives for employees who use green transportation options, participate in recycling programs, or engage in other sustainability initiatives.