Social Justice as a Retention Strategy
The Challenge
The company’s health plan was becoming unaffordable for their entry-level staff, leading to high turnover in key operational roles. The benefits plan was inadvertently contributing to a two-tier workforce where only high-earners could afford to stay healthy and stay with the firm.
The IMPACT
High turnover among lower-wage workers was impacting the organization’s social equity goals and creating significant operational costs. Leadership realized that to retain their workforce, they needed a benefits plan that was accessible to every employee, regardless of their position.
The Strategy
JA redesigned the plan using a wage-based premium structure and a no-cost primary care model. By adjusting the financial burden based on earnings, we ensured that every employee could afford to participate in the plan and access the medical services they needed.
THE OUtcome
Retention among entry-level staff increased significantly, leading to a more stable and healthy workforce. This shift demonstrated a meaningful commitment to social justice and improved overall employee loyalty, making the benefits plan a cornerstone of their retention strategy.
Things Employers Should Consider
Healthcare accessibility is a fundamental component of social justice in the workplace and a key driver of employee retention. A one-size-fits-all benefit design often fails those who are the most critical to your day-to-day operations. Employers should consider grounded strategies that account for wage diversity to ensure their plan supports the entire team.