Advances in medical science and innovations in drug development necessitate updated drug plan strategies, according to Frédéric Leblanc (pictured far right), strategic leader of drug programs, group benefits and retirement solutions at iA Financial Group.

During a panel discussion supported by EMD Serono Inc., GSK, iA Financial Group, Merck & Co. Inc., Novo Nordisk Canada Inc. and Pfizer Canada at Benefits Canada’s 2024 Face to Face Drug Plan Management Forum, he recommended that plan sponsors focusing on diversity, equity and inclusion also address health diversity, acknowledging that each plan member has unique health needs.

“Employee demographics that employers see today are very different than 20 years ago,” said Pavithra Ravinatarajan (pictured middle right), pharmacist and head of pharmacy strategy and pharmaceutical relationships at Manulife.

Read: A look at what’s next for inclusive employee benefits

“Younger employees place equal emphasis on benefits and work-life balance, as on salary,” added Leblanc.

Amine Bouchaib (pictured far left), director of patient access at Novo Nordisk Canada, suggested that, although there will be cost concerns, drug plan management must balance increasing costs with improved health outcomes and member quality of life. “The evidence for many drug innovations shows tremendous improvement in outcomes,” added Ravinatarajan.

Traditional exclusionary policies, such as classifying certain conditions as lifestyle choices, no longer aligns with current medical thinking, said Leblanc.

In addition, infertility affects one in six people of reproductive age worldwide, including two million Canadians, said Michelle Chidley (pictured middle left), co-founder and chair at Fertility Alberta Advocacy and Outreach Association and principal at Aisling Communications Inc. “The good news is that the science and medicine in the fertility space is well researched and progresses everyday. The bad news is that despite fertility care being health care, it is not treated as such.”

Read: Claims for fertility drugs rose 12% among female plan members over five years: report

Although some plan sponsors offer coverage, she noted overall fertility and family-building benefits often fall short, while research has shown that including fertility benefits doesn’t significantly increase employer costs.

Indeed, plan sponsors can play a major role in making the path to parenthood smoother and more accessible, said Chidley, suggesting they find out if their plan includes fertility and family-building benefits. “If it does, how much does it include? Is it enough to provide meaningful support? Does it help people with diverse needs.”

The panel also delved into vaccines, with Ravinatarajan sharing a study that found, despite the fact that 88 per cent of people believe they’re up to date with their vaccines, only three per cent meet the necessary requirements. Most individuals who are behind on their vaccinations are working age, highlighting a critical gap that needs attention in workplace health benefits plans.

Investing in vaccines helps prevent serious and debilitating diseases and can significantly lower future health-care costs, she added, recommending plan sponsors ensure they have sufficient vaccine coverage with no barriers to access. However,  even when vaccines are covered, poor utilization can stem from lack of plan member awareness, she noted, and plan sponsors play an important role in educating their members about the importance of vaccinations.

Read: 2024 Vancouver Benefits Summit: How plan sponsors can boost vaccine uptake among employees

Exploring the impact of obesity on the workplace, Bouchaib highlighted that it’s now recognized internationally as a chronic condition and requires a multifaceted approach for effective management and long-term success. This extends beyond simple lifestyle changes, he said, as the body’s metabolic adaptations often lead to weight regain, making sustained weight loss highly challenging.

“It’s more than eating less and moving more. It’s not a lack of willpower.”

Canada’s clinical practice guidelines outline a comprehensive approach to obesity management, said Bouchaib, including pharmacological treatments in addition to lifestyle interventions and behavioural and psychological support.

Unfortunately, the stigma around obesity and its historical categorization as a lifestyle issue has led to limited access to treatments, he noted, recommending that plan sponsors assess their benefits plans to ensure they reflect the chronic nature of obesity and align with updated guidelines.

Finally, Leblanc noted that medical care and drug development continue to evolve and modernizing drug plans can enhance productivity, boost job satisfaction and support employee retention.

Read more coverage of the 2024 Face to Face Drug Plan Management Forum.