Health Disparities in Employer Plans
| Disparity | Impact | Employer Opportunity |
|---|---|---|
| Black employees: 2x higher hypertension rate | Higher cardiovascular disease costs | Targeted hypertension management programs |
| Hispanic employees: Higher diabetes prevalence | Higher diabetes management costs | Culturally competent diabetes programs |
| Low-income employees: Lower preventive care rates | Higher acute care costs | Reduce cost-sharing for preventive care |
| Rural employees: Limited provider access | Delayed care; higher acute costs | Telehealth and virtual care programs |
| LGBTQ+ employees: Higher mental health needs | Higher mental health costs | LGBTQ+-affirming mental health benefits |
Measuring Disparities in Your Plan
Employers can measure health disparities in their own plans using claims data stratified by demographics. Request a health equity analysis from your carrier or TPA that stratifies utilization, costs, and outcomes by race, ethnicity, gender, and geography. This analysis identifies specific disparities in your plan that can be addressed through targeted programs.
The Business Case
IQ Insight
Addressing health disparities is both a moral imperative and a business opportunity. Employees with untreated chronic conditions — regardless of the reason — generate higher healthcare costs, higher absenteeism, and lower productivity. Addressing the specific barriers that prevent certain employee populations from accessing care reduces costs and improves outcomes for the entire plan.