Despite great strides in DEIB initiatives over the past decade, most workplaces still have a long way to go when it comes to LGBTQ+ employees. According to a report by the UCLA School of Law, nearly half of LGBTQ+ employees have experienced unfair treatment in the workplace, so building an inclusive work culture is more important than ever.
Your LGBTQ+ employees aren’t just a part of your team; they’re essential to your business’s success. So how can you best support them?
One powerful way to attract and retain top talent while demonstrating your commitment to the LGBTQ+ community is through a comprehensive benefits strategy. Here, we’ll walk through four benefits employers can provide to help support LGBTQ+ employees every day.
Fertility care
For LGBTQ+ employees looking to start a family, processes like IVF are a popular option. But while this benefit may be used widely among your employees, even those who don’t identify as LGBTQ+, it’s important that your fertility care is inclusive.
One stipulation in many healthcare plans that cover fertility treatments is a diagnosis of infertility. This may not apply, though, to couples who may not be infertile but who would need this treatment in order to conceive. When setting up this benefit with your LGBTQ+ employees in mind, it’s important to consider these factors.
Other fertility care benefits that could be beneficial for your LGBTQ+ employees can include:
- Egg and sperm freezing
- Access to sperm banks and egg donor agencies
- Surrogacy support
Adoption support
Adoption can be a challenging, lengthy, and expensive process. For many in the LGBTQ+ community, however, this is the first choice for those looking to build their families.
Adoption support can come in many different forms. Mental health assistance, for example, is a critical component of adoption support. The emotional rollercoaster associated with adoption—from the highs of anticipation to the lows of potential setbacks—can be taxing. Access to therapists and counsellors specialising in adoption and LGBTQ+ family dynamics can offer a much-needed outlet for these employees, ensuring they have the emotional support necessary to navigate this period.
Additionally, offering resources and financial aid such as subsidies or reimbursements for adoption-related expenses (such as legal fees, agency fees, and travel/accommodations), can significantly alleviate the stress experienced by employees embarking on the journey to parenthood through adoption.
Gender affirming care
For many employees, gender affirming care is an important in feeling like their trust selves at work.
According to a study by the Harvard T.H. Chan School of Public Health, gender-affirming surgeries resulted in a 42% reduction in psychological distress. This is significant, as many of those with gender dysphoria are able to feel more connected to themselves when they have access to gender affirming care. But what does this look like as an employee benefit?
Gender affirming care can include:
- Gender affirming surgery. This can often cost tens of thousands of dollars and may be otherwise financially unattainable for your employees.
- Coverage for hormone therapy (ie. testosterone, estrogen).
Most employer-offered health insurance policies don't cover gender affirming care, or cover elective short-term treatment. But choosing a provider that is able to cover these treatments can go a long way to attracting a diverse pool of talent .
Gender affirming care can assist with the physical aspects of your transgender employees’ transitions, which can ease their emotional burden so they can show up to work as their best, most authentic self – both inside and out.
Mental health support
Mental health support is important for all employees, but research suggests that your LGBTQ+ employees might find an even more significant benefit.
According to a study by Stonewall, over half of LGBTQ+ people have experienced depression in the past year, with a startling one in eight LGBTQ+ people reporting that they have attempted suicide. These are alarming statistics – but they bring to light just how important mental healthcare is.
Employers can create a supportive and inclusive work environment for their LGBTQ+ employees by offering mental health benefits designed for their specific needs. This includes providing access to therapists and counsellors who are affirming of LGBTQ+ identities, confidential support services, and other inclusive resources. This can help address the distinctive needs and mental health challenges that LGBTQ+ employees may face.
Final thoughts
By embracing benefits like gender affirming care, family planning, and mental health support, employers can show their genuine commitment to the well-being of their LGBTQIA+ employees. The strength of your team lies in the unique perspectives they bring to their roles.
Your benefits strategy is a key factor in attaining and retaining LGBTQ+ talent. Want to know how Ben can help design a benefits package that celebrates DEIB every day?