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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 well-being 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 well-being 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.

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