Let’s start off on the right foot

“The most common way people give up their power is by thinking they don’t have any.” – Alice Walker

The skinny

Recent survey reveals that only 39% of LGBTQ+ employees feel like their organization’s management is committed to DE&I goals.

♦

Tell me more.

Well, despite major strides for the LGBTQ+ community in the past two decades, many challenges and hurdles still persist. For example, the expansive push for DE&I programs in the workplace have not necessarily translated to solid gains for the LGBTQ+ community.  

Why is that?

That answer is of course, complicated. But one of the major issues is lack of representation in leadership. This can lead to feelings of isolation and “only-ness” at work, creating a more negative workplace experience. That, coupled with higher sexual harassment and discrimination based on gender orientation, provides even more obstacles for inclusion.  

But what about…

The Equality Act? Yes, the House passed the Equality Act just last week—which is a major win—and it has an overwhelming 70% of support from bipartisan voters. However, now it’s headed to the Senate where it could see a more robust challenge.  

Who else supports it?

Good question. The legislation has also been endorsed by more than 350 major companies, including IBM. With 16%, or 1 in 6, Gen Zers identifying as LGBTQ+, it’s imperative for organizations to promote allyship and DE&I efforts that target the LGBTQ+ community specifically if they want to attract and retain top talent.  

Compliance take: If the Equality Act becomes law, the Equal Employment Opportunity Commission will need to immediately enforce it in the workplace. – Sarah Warbelow, legal director at the Human Rights Campaign during a press briefing.  

Fun fact: Passports may soon include a new option for gender identity: “X.”

Further reading: LGBTQ+ voices: Learning from lived.

Totes quotes: "It is in the best interest of the country to ensure that all talented individuals have equal opportunity and are able to pursue careers in these critical fields that we require talent." —Carla Grant Pickens, Global Chief Diversity and Inclusion Officer, IBM

Podcast insight: How companies can make meaningful progress for LGBTQ+ employees.

The skinny

Behavioral health may be the hidden and most prevalent chronic condition costing you millions.

♦

Yikes.

Not Gucci. Historically, employers have viewed support for five chronic conditions as table stakes to help mitigate health costs, promote employee retention and improve overall quality of life.  

What are they again?

Glad you asked. High blood pressure, diabetes, physical inactivity, obesity and smoking. These clock in at costing employers more than $36 billion annually.  

Bye.

Not so fast. There is a sixth chronic condition emerging, like another zombie from that one movie: behavioral health. The flaming dumpster fire that was 2020: fear of contracting the virus, a horrific number of lives lost, unprecedented job losses, income and food insecurity, stress, burnout, anxiety, depression, loneliness…have all molded into one big chronic care condition.  

The worst kind of snowball.

Agree. And some estimate that the COVID-19 pandemic could result in a 50% increase in the prevalence of behavioral health issues. So much so that up to 1/3 of Americans could need to seek more serious care in 2021.  

This is going to hurt.

Gird your loins. This care is expected to cost employers an additional $100 billion to $140 billion in 2021 alone.  

Stressing.

You've got company. American stress levels are at a boiling point: 67% say they have experienced increased stress over the course of the pandemic. And, it gets more serious fam, the global economic losses related to mental health disorders between 2011 and 2030 are estimated to total $16.3 trillion, or nearly the equivalent to those of cardiovascular disease and higher than any other chronic condition.  

What’s being done?

Unfortunately, only 33% of executives rank behavioral health as “very” important. Comparatively, diabetes ranked as the top priority for 61% of those surveyed. And yet, financial data shows mental health conditions are dramatically more costly for employers: Depression costs employers $17 per employee per year in disability wage-replacement costs, vs $2 for diabetes, the next most costly chronic condition.  

Hit me with a solution.

No surprise here, but the answer is digital. Digital chronic care management solutions like tele-therapy and EAP programs can help. And thinking outside the box when it comes to benefits can also be beneficial. Like offering a virtual vegetable garden. Now that’s a green I can get behind. It’s benefits like these that can root out any issues. Harvest some new…ok sorry, done now.  

Not all bad news: Employee mental health is improving but benefits are still needed.  

Totes quotes: “The trauma of the last year will have long-lasting effects on the mental health of not only employees, but their families. Employers must remain focused on incorporating innovative mental health programs with visible leadership involvement to support the well-being of their workforce.”—Garen Staglin, chairman of One Mind at Work

The skinny

Having a combination of leadership personality types (introverts and extroverts) can help boost productivity.

♦

So, what’s the difference?

Between introverts and extroverts? Oh, let me count the ways. Before I write a dissertation on the matter, here’s a good anecdote from Simon Sinek: An introvert wakes up in the morning with five coins. Every social interaction they spend a coin. At the end, they are depleted. An extrovert wakes up with no coins. Every social interaction, they gain a coin. At the end, they feel rich. 

I’m rich, b…

You might be. They key here is that introverts and extroverts both make great leaders, they just lead differently. And that’s ok, especially because the workforce is made up of both introverts and extroverts.

Explain.

Well, extroverts seem to be more effective leading employees who tend to seek guidance, direction and motivation. On the other hand, introverted leaders are more effective leading employees who tend to take initiative and work well without supervision. 

But I’ve seen some variance.

Definitely. First, it’s important to point out that extroversion and introversion have little to do with social skills. So, before you put on your judgey mc-judgerson face be aware that there are plenty of socially awkward extroverts and many introverts that are engaging. Think Kirk Hammett of Metallica—a self-described “total introvert.”

Sleep with one eye open!

Right…constant vigilance. Basically, keep this difference in mind when interacting with leadership or team members. Are you helicoptering an introvert? Are you not acknowledging or checking in with an extrovert? If productivity is suffering at your organization, think about management styles and team make up. P.S. don’t forget about hormones.

Further reading: Introverts vs extroverts: how different personalities have handled the pandemic

Now a break from the news… Antique Roadshow anyone?

Compliance Corner To vaccinate or not to vaccinate, that is the question.

Here’s something to…

• Get inspired by: 9 Quotes that Inspire HR Pros to do their Best.
• Consider: Banning all Wednesday Meetings?  
• Cook: Famous Women’s Recipes Everyone Should Know.
• Train: Your New COVID Puppy.
• Give: 15 Organizations to Support for Women’s History Month.  
• Break: Taking a Break Doesn’t Always Mean Unplugging.

Benefits Pulse at a glance

Good news, the data has leveled out this week.