The U.S. Department of Health and Human Services (HHS) recently unveiled its Strategic Plan for the Use of Artificial Intelligence (AI) in health, human services, and public health. This comprehensive roadmap outlines the agency’s goals for leveraging AI to improve health outcomes while maintaining ethical standards and equitable access. For employers and business associates here are the highlights that may affect your organization:
Key Goals of the HHS AI Strategic Plan
- Catalyzing Innovation and Adoption: HHS aims to expand the use of AI across health and human services to unlock new opportunities for improving lives. This includes modernizing infrastructure and enhancing public-private partnerships to foster innovation.
- Ensuring Trustworthy and Ethical AI Use: The plan emphasizes the importance of minimizing risks such as bias and breaches of protected health information. HHS is committed to establishing clear ethical guidelines and promoting external evaluations of AI technologies.
- Democratizing AI Access: By making AI tools and resources more accessible, especially for underserved populations, HHS hopes to promote equity in health services and benefits delivery.
- Building AI-Ready Workforces: HHS will invest in training and resources to ensure professionals are equipped to use AI safely and effectively, including mitigating workforce shortages and addressing burnout.
Implications for Employers
- Improved Healthcare Delivery: AI can streamline processes such as claims management, employee wellness programs, and access to care. For example, predictive analytics could help employers manage health plan costs by identifying high-risk cases earlier.
- Data Security and Compliance: With AI’s increased role in managing sensitive employee health data, compliance with cybersecurity protocols is important. The HHS Strategic Plan stresses the importance of safeguarding protected health information (PHI) against breaches.
- Addressing Health Equity: Employers can use AI tools aligned with HHS’s goals to reduce disparities in healthcare access among employees, such as through language translation services and personalized health education initiatives.
Actionable Insights on Forming AI Partnerships
For employers working with health plan business associates, it’s important to:
- Vet AI Vendors: Ensure that your vendors’ AI systems comply with HHS’s ethical standards, including transparency and risk mitigation strategies.
- Encourage Collaboration: Partner with stakeholders who align with HHS’s vision of equitable, accessible AI applications in healthcare.
- Focus on Training: Invest in training programs that familiarize HR and benefits teams with AI tools and their applications in employee health plans.
Draft Instructions for Employers
HHS has released draft instructions for its strategic AI initiatives, including cybersecurity protocols and equitable deployment standards. These guidelines can help businesses adapt their health plan strategies to stay compliant and competitive in a technology-driven landscape.
Conclusion
As AI continues to revolutionize healthcare and human services, employers must stay informed about these developments to optimize their health plans and protect employee data. By aligning with the HHS Strategic Plan, businesses can ensure they are leveraging AI ethically and effectively to benefit their workforce. For more information on the strategic plan and actionable steps for employers, visit the HHS website.
Benefit Allocation Systems (BAS) provides best-in-class, online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 can Integrate with any insurance carrier for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and many others), and integrate with any payroll system for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and many others).