Inclusive Benefits and Pension Modernization Workshop

Module 1: Philosophy and Support for Diverse Workforces

Organizations today are facing challenges in attracting and retaining top talent. Employees want competitive pay and a benefits package that meets their needs and lifestyles. The modernized workplace consists of employees across five generations with families that vary in size, structure and needs. Participants will explore how to define a philosophy of inclusion, recognize the diverse needs of employees, and implement strategies that align benefits and pensions with organizational values of diversity and inclusion. Topics covered will also include:

• The talent and attraction imperative and the importance of inclusive benefits and pensions
• Principles of inclusive benefit packages, including flexibility, accessibility and equitability.

Module 2: Approaching Benefits and Pension Plan Design With an Equity Lens

Designing inclusive benefits and pension plans cannot have a one-size-fits-all approach. Instead, plan sponsors must understand the impact their benefit and pension plans have on different demographic groups represented in their organizations by identifying and addressing biases in traditional plan designs. Attendees will also explore the intersectionality in pension plans and retirement needs through analysing case studies that highlight successful equitable plan designs.

Module 3: Inclusive Access to Benefits and Pensions

Effectively communicating benefits and pension information to employees is an integral part of fostering an inclusive workspace. Employers and plan sponsors must understand how to tailor communication strategies to reach different demographics, including different types of workers and workplace structures. Creating an effective communication strategy also includes educating leaders and managers on how to support employees in accessing the information and using their respective benefits, as well as on how to build a comprehensive checklist when designing new benefits and pension plans.

Module 4: Assessing Outcomes and Overview of the Legal Landscape

An essential part of the DEIB journey for employers and other plan sponsors is evaluating how their pension and benefit plans meet—or do not meet—the needs of all employees and dependants. This module provides strategies for conducting initial and ongoing evaluations, focusing on legislative requirements, relevant case law and best practice guidance. Topics covered include the following.

• Human rights protections and carve-outs, as well as their impact on employment and pension and benefit plans
• Current and historic barriers to employment and pension equity
• Requirements and best practices for equity and diversity in all aspects of the employment life cycle:
• Recruitment and hiring
• Contract language
• Pension and benefit coverage and enrollment
• Policies, communications and other documents
• Pay transparency and the “right to disconnect”

Module 5: Current and Emerging Trends in Benefits and Pensions

As the workforce continues to shift, employers and plan sponsors must identify the latest trends in designing inclusive benefits and the range of benefit options available to meet the needs of their employees. Many of the new benefits include fertility and family-building benefits, therapy and mental health initiatives, gender affirmation and transition care, menopause benefits and more. Attendees will also understand the importance of supplier and practitioner diversity when providing and creating benefits and pension plans.