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10.1177/0890117120983288 http://scihub22266oqcxt.onion/10.1177/0890117120983288 33353374!ä!33353374 Deprecated: Implicit conversion from float 211.6 to int loses precision in C:\Inetpub\vhosts\kidney.de\httpdocs\pget.php on line 534 Deprecated: Implicit conversion from float 211.6 to int loses precision in C:\Inetpub\vhosts\kidney.de\httpdocs\pget.php on line 534 Deprecated: Implicit conversion from float 211.6 to int loses precision in C:\Inetpub\vhosts\kidney.de\httpdocs\pget.php on line 534 Deprecated: Implicit conversion from float 211.6 to int loses precision in C:\Inetpub\vhosts\kidney.de\httpdocs\pget.php on line 534       Am+J+Health+Promot 2021 ; 35 (5): 609-612 Nephropedia Template TP {{tp|p=33353374|t=2021. Integrating Workforce Health Into Employer Diversity, Equity and Inclusion Efforts |pdf=|usr=}}{{33353374}} gab.com Text Integrating Workforce Health Into Employer Diversity, Equity and Inclusion Efforts JO: Am J Health Promot http://www.kidney.de/pget.php?&tw=1&pmid=33353374 #FOAvip Our collective experience with COVID-19 and Black Lives Matter has heightened awareness of deeply embedded racial and socioeconomic disparities in American businesses. This time, perhaps, sustained change is within reach. As organizations advance diversity, equity and inclusion (DEI) initiatives, an often overlooked focus of is the health status of employees and their families, where equitable access to high-value health benefits offerings should be available to all. This commentary provides guidance for employers to expand their DEI initiatives to include employee and family health and well-being as a central outcome measure. Employers should ensure that DEI efforts incorporate equitable benefits design, and objectively assess benefit design impact on healthcare utilization and cost. Additionally, employers must appreciate the workplace as a significant determinant of health-for lower income workers, in particular-with review of policies and practices to mitigate any discriminatory negative health or well-being impact. Further, race and ethnicity data should be incorporated in health benefits data analysis to understand more clearly the differential outcomes of health management offerings on these different sub-populations. Finally, social needs data should be incorporated into strategic benefits planning to better understand gaps and opportunities to foster greater benefits equity. The provided recommendations can support employer goals of achieving greater equity and value in workforce health, measurably contributing to business success. Twit Text FOAVip Integrating Workforce Health Into Employer Diversity, Equity and Inclusion Efforts ????Am J Health Promot http://www.kidney.de/pget.php?&tw=1&pmid=33353374 #FOAvip Twit Text # Free Paper on # # # # # LINK http://www.kidney.de/pget.php?&tw=1&pmid=33353374 #FOAvip English Wikipedia <ref>{{Cite pmid|33353374}}</ref> Integrating Workforce Health Into Employer Diversity, Equity and Inclusion Efforts #MMPMID33353374 Sherman BW; Kelly RK; Payne-Foster P Am J Health Promot 2021[Jun]; 35 (5): 609-612 PMID33353374show ga Our collective experience with COVID-19 and Black Lives Matter has heightened awareness of deeply embedded racial and socioeconomic disparities in American businesses. This time, perhaps, sustained change is within reach. As organizations advance diversity, equity and inclusion (DEI) initiatives, an often overlooked focus of is the health status of employees and their families, where equitable access to high-value health benefits offerings should be available to all. This commentary provides guidance for employers to expand their DEI initiatives to include employee and family health and well-being as a central outcome measure. Employers should ensure that DEI efforts incorporate equitable benefits design, and objectively assess benefit design impact on healthcare utilization and cost. Additionally, employers must appreciate the workplace as a significant determinant of health-for lower income workers, in particular-with review of policies and practices to mitigate any discriminatory negative health or well-being impact. Further, race and ethnicity data should be incorporated in health benefits data analysis to understand more clearly the differential outcomes of health management offerings on these different sub-populations. Finally, social needs data should be incorporated into strategic benefits planning to better understand gaps and opportunities to foster greater benefits equity. The provided recommendations can support employer goals of achieving greater equity and value in workforce health, measurably contributing to business success. |*COVID-19[MESH] |*Health Equity[MESH] |*Occupational Health[MESH] |*Organizational Culture[MESH] |*Workplace[MESH] |Health Status Disparities[MESH] |Healthcare Disparities[MESH] |Humans[MESH] |SARS-CoV-2[MESH] |United States[MESH]Integrating Workforce Health Into Employer Diversity, Equity and Inclu(epmc).pdf DeepDyve Pubget Overpricing