Bridging the Gap: How Employer-Sponsored Benefits Can Advance Health Equity

Health equity is no longer a peripheral concern in the realm of public health—it is central to the long-term well-being of communities and the economic vitality of our nation. As leaders and professionals gather for the CMS Health Equity Conference, one pivotal question arises: how can employers become active participants in this mission?

The Power of Workplace Benefits in Promoting Equity

Employer-sponsored health benefits are uniquely positioned to improve health outcomes and reduce disparities. In the United States, over 50% of the population receives health coverage through their employer. When benefit programs are thoughtfully designed with equity in mind, they can play a transformative role in closing access gaps.

“Employers have more influence over health equity than many realize,” says Todd Taylor, founder and owner of Taylor Benefits Insurance, a national group health insurance brokerage with three decades of experience. “When companies prioritize equitable access in their benefits strategy, they empower employees from every background to thrive—physically, mentally, and financially.”

Taylor’s firm specializes in tailoring employee benefit packages for companies of all sizes, placing special emphasis on customization, education, and accessibility. Their approach recognizes that equity is not a one-size-fits-all equation; instead, it involves acknowledging and addressing the diverse needs within a workforce.

Beyond Coverage: Addressing Social Determinants of Health

While access to affordable care is crucial, the most forward-thinking benefit programs go further. They account for social determinants of health (SDOH)—such as income, education, transportation, and housing—that significantly affect a person’s ability to maintain wellness.

Employers can take action by offering:

• Mental health services with culturally competent providers
• Telemedicine and mobile clinics for remote and underserved employees
• Financial wellness programs that support long-term economic stability
• Paid leave policies that accommodate caregiving and chronic illness management

These strategies not only support employee well-being but also contribute to reduced absenteeism, increased retention, and a more inclusive workplace culture.

Small Businesses: A Critical Lever for Change

While large corporations often lead discussions around benefits innovation, small and mid-sized businesses are just as vital to achieving national equity goals. According to Taylor, “Smaller businesses sometimes feel limited in what they can offer, but with the right guidance, even a 10-person team can implement meaningful, equitable benefits.”

Taylor Benefits Insurance works extensively with companies across the spectrum, advocating for benefits that match their values and workforce realities. Their team helps business owners navigate group plan options, compliance requirements, and emerging trends—all while staying attuned to the social responsibility employers carry today.

The Bottom Line: Equity Is Sustainable

A common misconception is that equitable benefits are too expensive or burdensome for employers. In reality, thoughtful plan design can drive cost savings by reducing high-risk health outcomes, preventing turnover, and improving morale.

Furthermore, organizations that embrace health equity often see reputational gains and become employers of choice in competitive markets.

“Health equity isn’t charity—it’s strategy,” emphasizes Taylor. “And when done right, it benefits everyone involved.”

Conclusion: The Opportunity Ahead

The CMS Health Equity Conference is a call to action for every stakeholder in the healthcare ecosystem, including employers. By leveraging their influence over health coverage, workplace policies, and employee well-being, companies can become catalysts for lasting equity.

Whether you’re a Fortune 500 HR leader or a startup founder, the tools are within reach. Partnering with experienced advisors like Taylor Benefits Insurance can help turn good intentions into impactful, measurable outcomes.

Let this be the moment where benefit strategies align with the broader vision of health equity—for our employees, our businesses, and our communities.