As we enter 2026, health equity is no longer a peripheral concern — it’s a strategic imperative. Employers and health plans are being called to address disparities in access, outcomes, and experience across increasingly diverse populations. The stakes are high: equitable care not only improves lives but also strengthens workforce resilience and reduces long-term costs.
What’s driving the shift?
Social determinants of health account for up to 80% of health outcomes, compared with only 20% driven by clinical care. Several converging forces are making health equity a top priority:
- Rising health care costs and affordability concerns, especially among lower-income workers.
- Growing diversity in workforce demographics and health needs.
- Regulatory momentum, including Centers for Medicare & Medicaid Services (CMS) initiatives to integrate social needs into care models.
- Digital transformation, which can either bridge or widen equity gaps depending on implementation.
1. Inclusive benefit design
Benefit structures are evolving to reflect the realities of diverse populations. Equity-focused design means moving beyond uniform coverage to meet people where they are. Culturally competent care and culturally relevant communication help ensure that benefits meaningfully support diverse employee populations and reduce avoidable disparities.
What plan sponsors can do:
- Audit benefits for gaps in coverage across race, gender, income, and geography.
- Support integrating Behavioral Health & Primary Care
- Offer flexible plan tiers to accommodate different financial situations.
- Ensure language access and cultural relevance in communications and provider networks.
2. Digital health equity
Virtual care and digital tools are reshaping access — but only if digital barriers are addressed.
What plan sponsors can do:
- Assess digital readiness across employee/member populations.
- Invest in mobile-first platforms and low-bandwidth solutions.
- Provide digital literacy resources and community-based tech navigators.
- Embed equity in design using frameworks like AHRQ’s Digital Health Equity Principles.
3. Data-driven equity measurement
Equity can’t be improved if it isn’t measured. Data is the foundation for identifying disparities and designing targeted interventions. Using population health analytics and health equity metrics helps plan sponsors close care gaps and measure disparities across demographic groups.
What plan sponsors can do:
- Integrate SDOH data into population health analytics.
- Use predictive modeling to identify care gaps and at-risk groups.
- Track equity metrics, such as preventive care utilization by demographic.
- Align reporting with Environmental, Social and Governance (ESG) and Diversity, Equity and Inclusion (DEI) goals for transparency and accountability.
4. Whole-person care and social needs integration
Health is shaped by more than clinical encounters. Addressing social needs — like housing, food, and transportation — is essential to equitable outcomes.
What plan sponsors can do:
- Partner with community organizations to address non-medical drivers of health.
- Embed social needs screening into care workflows.
- Offer navigation support for accessing public benefits and local resources.
- Incentivize providers to coordinate care across physical, mental, and social domains.
- Elevate Value-Based Care, stay informed and consider getting involved in one of many industry efforts
Looking Ahead
In 2026, health equity will define the success of benefit strategies—not just in terms of cost containment, but in human impact. Plan sponsors who lead with empathy, data, and innovation will be best positioned to meet the moment.
Equity isn’t a trend — it’s a transformation.
This article was created with the assistance of AI tools. It was reviewed, edited, and fact-checked by Evernorth’s editorial team and subject matter experts.
