Top-talent individuals bring incredible value to an organization. This means businesses must go above and beyond to attract (and retain!) the best of the best.

A key way of achieving that is through benefits: they have to be inclusive — and offer more than just healthcare insurance. 

To give you an idea, we’ve rounded up 33 inclusive benefits and incentives that appeal to a wide range of demographics. 

Each section is packed with ways to boost your benefits program and get the attention of the talented workforce you’re hoping to attract.

Family-Related Benefits

Many employees either already have families or hope to have families soon. The perks below address a diverse array of unique needs and situations and cover multiple family-planning options.

1. Health Insurance, Vision, and Dental

Health plans are a benefit most companies offer, yet not all are created equal. Some have hefty monthly premiums or only cover limited services.

By providing your employees with top-notch health insurance plus vision and dental plans that all family members can utilize, you’re already a step above the rest. 

2. Inclusive Family Planning 

Offering inclusive family planning — including plans for typically underrepresented groups — goes far beyond the one-size-fits-all approach. These services could include things like:

• Egg Freezing
• Surrogacy
• Fertility Treatments

3. Parental Leave 

Welcoming a new baby into the family is huge, and it’s imperative both parents get a chance to bond with the youngster. Generous parental leave that covers birth, adoption, and other related scenarios can be a huge perk that drives talent your way.

4. Childcare Stipends 

Offering employees with young kids at home a childcare stipend — or even opening an on-site childcare facility right there in the office — is an excellent way to attract and demonstrate your commitment to future candidates.

5. Paid Leave

Life happens. Parents get old, and spouses get sick.

Offering paid leave for those who need to care for a family member is invaluable and gives everyone peace of mind — whether they actually use it or not.

6. Pet Insurance 

Pets are family too, and those with four-legged furry family members will be overjoyed that their pets’ well-being is part of the inclusive culture.

Health and Wellness Incentives 

Health and wellness initiatives are staples of inclusive companies. 

People have different lifestyles, needs, and preferences, so creating a well-rounded array of incentives shows your employees you see them all and care about their happiness and well-being.

7. Mental Health Coverage

Most health insurance plans also cover mental health services. However, the provider list or level of coverage may be lacking in some way. Perhaps there are gaps in service coverage, or members may be responsible for a hefty co-pay.

Therefore, providing employees with comprehensive mental health coverage that includes access to culturally competent providers is an excellent benefit for employees to access, if needed.

8. Paid Gym Memberships 

A post-work gym session is an excellent way to let off some steam. By giving employees access to a free gym membership, you’re encouraging them to take care of themselves, on you.

9. Access to Health-Related Apps 

Giving employees free access to health-promoting apps that assist with mental and physical well-being is a relatively inexpensive wellness benefit everyone can use.

10. Fitness Incentives

Fitness incentives can range from paid stipends for milestones achieved to a company-wide challenge open to anyone who wants to participate.

11. Access to Alternative Resources

Giving employees access to alternative wellness modalities such as acupuncture, chiropractic care, and massage therapy are things many team members really enjoy.

Work-Life Balance Support 

Many talk about work-life balance, but when it comes down to it, a lot of employers never incentivize or implement it.

Encouraging a healthy work-life balance boosts employee engagement and satisfaction, leading to a healthier, more productive work environment.

Here are a few ways to include some of these principles in your benefits package:

12. Remote Work or Hybrid Options

Allowing your employees to work from home at least some of the time can relieve stress, especially if they have a long commute or a sick child home from school.

13. Flexible Scheduling

Along with a hybrid schedule, flexible scheduling can be a lifesaver for those with busy lives.

This can be anything from working four 10-hour shifts a week instead of five 8-hour days to starting work earlier in the day so they can pick their kids up from school.

14. Mental Health Days

Everyone benefits from a quiet day at home once in a while. 

Organizations that understand and support mental health days (allowing their employees to get a much-needed chance to recharge) usually have more productive and engaged employees than places that don’t.

15. Paid Time Off

Burnt-out employees are often distracted and way less productive than those with a healthy work-life balance. Offering generous PTO is a big incentive for people to pick your organization over a competitor. Plus, you’ll likely benefit from a higher quality of work.

16. Floating Holidays 

Floating holidays are essentially days off that can be used for certain cultural or religious days that aren’t commonly recognized but are a staple of an inclusive environment.

Employees get the opportunity to partake in occasions that are meaningful to them and their culture, using the floating holiday to get the day off from work.

17. Summer Fridays

Summer Fridays usually start after Memorial Day and end before Labor Day. During that period, employees can work a half day, or take the day off.

Perfect for parents with school aged kids at home, Summer Fridays give them the chance to spend more time with their children, enjoying the long warm days, going camping, or having barbecues outdoors. 

Summer Fridays show job candidates that family is a big part of company culture.

18. Time Off After Project Completion

Offering time off after a large, time-consuming project is finished is a fantastic way to reward employees. It allows them to catch their breath before moving on to the next big thing. This is an incentive that won’t go unnoticed.

Professional Development Incentives

Most employees have goals of furthering their careers. By offering professional development opportunities and growth incentives, you’ll automatically get the attention of the go-getters you’re hoping to attract. 

This can really help position you as number one in their decision-making process.

19. Mentorship and Career Coaching

Opportunities to be mentored or coached are excellent ways to support employees as they progress in their careers, and encourage growth-minded individuals to apply.

20. Tuition Reimbursement

Having an organization help pay for degrees, courses, or continuous education credits benefits both the business and the person who gets assistance advancing their career.

21. Learning and Skill Development Stipends

Similar to the previous point, offering stipends related to career development opportunities attracts talent and keeps team members engaged.

22. Paid Conferences

Attending industry-related conferences alone can be costly, as it often involves travel and accommodation.

By encouraging employees to attend and reimbursing the associated costs, your diverse team benefits from connecting with some of the industry’s movers and shakers. They immerse themselves in what’s current and will return to work invigorated and inspired.