Legal & General Retail has published the second edition of its Chief Medical Officer Report, which explores how and why group income protection (GIP) could help contribute to organisational diversity, equity and inclusion (DEI) goals.
The latest report features a framework aimed at helping intermediaries change the conversation when speaking with existing or potential clients (employers) about GIP. Rather than just focussing only on premium and claims, the guide helps intermediaries consider GIP in the context of organisational culture and, specifically, how it can help contribute towards creating the conditions for inclusion.
Legal & General argues that GIP can represent a scalable solution – by being broadly accessible – that can help employers improve DEI outcomes.
This, in terms of supporting employees, through its Be Well. Get Better. Be Supported. framework, aiming to keep them happy, healthy and productively in good work, regardless of any existing or new health conditions or disability.
As well as day-to-day support for those in work – and their immediate families – the insurer adds GIP is designed to support DEI goals by intervening early with personalised support, with a view to help prevent short term absences becoming long term.
And, if a long-term absence cannot be avoided, where suitable GIP provides access to vocational rehabilitation that considers the needs of the whole person, helping ensure a sustainable return to work when the time comes.
The report is introduced by Dr Tarun Gupta, chief medical officer – UK protection, Legal & General Retail, and includes insights from a range of experts; both in-house and independent.
These include:
- Johnny Timpson OBE, Financial Inclusion commissioner, on access to insurance, support for employers to get the foundations right, and government goals to improve workforce participation
- Professor Simon Gilbody, professor of Psychological Medicine & Psychiatric Epidemiology at University of York, on his findings following a major clinical trial to address loneliness and depression – including potential implications for return to work support
- Ali Crossley, managing director – distribution, Legal & General Retail, on the importance of ‘inclusion’ to ‘diversity’ and why culture is key
- James Shattock, managing director, UK protection, Legal & General Retail, on how the pooled risk nature of group risk enables employees – regardless of health conditions past or present – to gain access to valuable insurance coverage
- Charlotte Rush, vocational clinical specialist at Legal & General Group Protection, on the impact of sickness absence on mental health and the benefits of early intervention
Vanessa Sallows, group protection claims and governance director, Legal & General Retail, said: “What could be more equitable and inclusive than providing a benefit that’s designed to not discriminate, one which aims to support employees to stay in good work, whatever their health condition or disability; invisible or not – accompanied by added value benefits that also support the wellbeing of employees’ immediate families, providing access to services such as a virtual GP, physio and mental health services and more.
“However, to fully support DEI goals, GIP needs to be provided to all employees, not just the management team. Illness and injury don’t discriminate by level of seniority. Neither should benefits.”
Dr Tarun Gupta, chief medical officer – UK protection, Legal & General Retail, (pictured) added: “For the benefits of diversity to be felt by people and organisations, the conditions for equity and inclusion need to be created. GIP has an important role to play in this.
“As it is designed with no barriers to access, GIP can not only afford valuable financial peace of mind, but also everyday wellbeing support, and access to a vast range of vocational clinical expertise when sickness or injury strikes.
“We see the difference that our Be Well. Get Better. Be Supported. framework makes to people, helping them to stay well, and to return to good work as quickly as possible, where appropriate.
“Supporting people to stay in good work – with all the financial, emotional and social benefits that come with good work – represents equity and inclusion in action, in our opinion.
“It’s been an honour and a pleasure to help bring together a huge amount of experience and expertise, as part of the second edition of the CMO report. We hope it helps spark, and support, wider client discussions to help grow the GIP market in line with business needs.”
