As companies continue to prioritize Diversity, Equity, and Inclusion (DEI) initiatives, there is a growing focus on providing family-inclusive benefits for LGBTQ+ workers. This means covering all families, not just those headed by one cisgendered, heterosexual man and one cisgendered, heterosexual woman. However, despite legal advances, disparities in benefits, family building costs, and the definition of “family” still exist for LGBTQ+ individuals. In this article, we will explore these issues and strategies for implementing more inclusive benefits.
The definition of family-inclusive benefits is that they cover all types of families, including same-sex couples and non-binary individuals. Such benefits may include health insurance, paid time off for family leave, flexible work schedules, fertility treatments, and adoption assistance, among others.
Disparities in benefits for LGBTQ+ families
Before the legalization of same-sex marriage in the United States in 2015, many benefits, such as health insurance, had restrictions that only applied to ‘traditional’ families. However, even after this legal milestone, disparities in benefits for LGBTQ+ families continue to exist, primarily in the area of family-building benefits. For instance, fertility treatments are often not covered by health insurance for many LGBTQ+ individuals.
Debates over the definition of ‘family’
The definition of ‘family’ is evolving, and so are stakeholders’ understanding of it. While some states and employers are still using traditional definitions of the family, others are embracing a broader and more inclusive definition. This difference is creating confusion and tension in the workplace. Therefore, it is essential to ensure everyone is on the same page concerning what ‘family’ entails.
Customizing Family Inclusive Benefits for Different Companies
Benefits packages should be customized to fit the specific needs of each company. Employers should take into consideration the unique needs and situations of their employees and create a benefits plan that caters to those needs. This could mean offering fertility treatments, adoption assistance, or flexible work schedules.
Strategies for Re-evaluating Benefits
To ensure that their benefits packages are inclusive, employers need to re-evaluate them regularly. Benefits managers could tap into LGBTQ+ employee resource groups or create a specific focus group for this purpose. Re-evaluation should start with a baseline audit of the current package, followed by feedback and recommended changes from LGBTQ+ employees.
Employers should prioritize obtaining input from their LGBTQ+ employees when crafting or modifying benefits packages. Asking questions such as “What types of benefits would be especially helpful to you?” or “What shortcomings do you notice in our current benefits package?” can be useful in identifying areas of need and creating more inclusive benefits.
Addressing the additional stress LGBTQ+ families face in family building
While building a family can be a stress-filled process for anyone, LGBTQ+ individuals face added complexity and costs. Employers should offer additional support in the form of access to behavioral health specialists, network navigation support, informational video libraries, and nurse advocates, among other resources.
To create supportive and inclusive work environments, employers should provide support and resources to LGBTQ+ individuals. This could include gender-neutral bathrooms, diversity and inclusivity training for management, and emotional well-being resources.
Importance of having a network of LGBTQ+ informed providers
Employers should prioritize finding medical care providers who are comfortable and well-informed about working with LGBTQ+ individuals. Ensuring that the company’s benefits package includes access to these providers, as well as resources for finding them, can make a significant difference for LGBTQ+ individuals.
Concluding, implementing family inclusive benefits is an essential part of creating a more inclusive, diverse, and equitable workplace. By understanding the unique challenges faced by LGBTQ+ individuals in creating a family, customizing benefits packages, re-evaluating them regularly, and prioritizing inclusion, employers can support and retain their LGBTQ+ employees.