LGBTQ+-friendly workplace with inclusive health benefits
A recent survey found almost 6% of Americans1 identify as LGBTQ+, and 17 million of them are in the workforce. Most Fortune 500 companies have non-discrimination policies2 addressing sexual orientation and gender identity. And employers in every3 state are banding together to help pass a law4 banning LGBTQ+ discrimination in the workplace.
Corporate America is leading the way in supporting the LGBTQ+ community. And it's driving positive change. There's value in hiring a diverse workforce. There's power in supporting equality.
Yes, a truly diverse workforce can improve a company's culture, boost its talent pool and make a company more competitive. Workplace diversity can improve market share. But only if companies value employees equally and strive to meet their diverse needs.
Many companies are taking steps to support LGBTQ+ employees in the workplace. Still, there's more to do.
What is being done to support LGBTQ+ employees?
Some companies have been LGBTQ+-friendly for decades. And more are stepping up now.
IBM added sexual orientation to its non-discrimination policy in 1984. It has also offered health benefits for domestic partners since 1996. Adobe and Bain & Company are often recognized for their LGBTQ+-friendly policies and support. And American Airlines was recently praised for backing LGBTQ+-owned suppliers.
Inclusion through family planning benefits
Access to reproductive and gender-affirming care are two of the tallest LGBTQ+ health care hurdles. Progyny is a leading fertility benefits provider. Its mission is to help would-be parents realize their dreams.
“When it comes to family-building benefits, coverage from a traditional health plan is often unintentionally discriminatory,” says Peter Doumas, vice president of national accounts management at Progyny. “Fertility benefits often require a diagnosis of infertility for employees to access them. Unfortunately, LGBTQ+ community members may not meet that definition and are often denied coverage.”
LGBTQ+ individuals who want a family often run into outdated benefits policies. Old-fashioned plans tend to genderize concepts like "caregiver" and "parent." EY evolved its maternity leave policy to address that very issue.
Maternity leave became ‘parental’ leave to support EY fathers and be inclusive of same-sex couples. We now offer fully paid leave to all new parents, whether they formed their family through birth, adoption, legal guardianship or surrogacy. - Chris Crespo, Inclusiveness Director, EY
Access to gender-affirming resources
The number of companies offering transgender benefits5 is also moving in the right direction. Forty-nine companies offered transgender benefits in 2009 compared to 949 in 2020. That’s still only around 1% of U.S. companies—but it’s progress.
EY’s Pathways to Transition6 program offers up to $25,000 for gender-affirming medical expenses not covered by insurance. PwC has provided transgender medical coverage since 2013. Earlier this year, the company tripled its lifetime benefit7 for trans-related procedures. And PayPal pays the cost of lodging and travel8 for surgeries in the U.S. It also provides vital mental health care for those transitioning.
Where LGBTQ+ support still falls short
Unfortunately, inclusive benefits like those EY, PwC and PayPal offer are the exception.
“Coverage for gender-affirming surgeries and related care is still lacking for many,” Crespo says. “There are challenges in the clarity of the governing standards9. There's also inconsistency in how insurance providers interpret them.”
Medical treatments that align one’s body with their identity can be very costly. Even employees with health benefits face heavy financial burdens. Too often, insurance plans don’t cover transgender-specific procedures. Employees end up paying huge fees out-of-pocket to become their authentic identity. That's not right. And it's not fair.
Employers could also do more for LGBTQ+ individuals who are unable to get pregnant or carry a baby. Just 45% of employers fund adoption fees, according to a recent study10. Only 9% fund surrogacy.
Insurance-related challenges alone can be disheartening and isolating. But finding a medical provider who understands the LGBTQ+ experience can also be hard. That's why access to provider information is so important. And that's where employers can help.
“On a basic level, there are LGBTQ+ needs that aren’t being met,” says Brian Long, senior HR business partner at Surest. “What I mean by that is access to safe and affirming health care and health care providers.”
Long used the family doctor his mom chose for him into his 20s, but everything changed when he found a gay doctor. “It was like night and day,” he says. “Finally, I had someone who spoke my language and understood my experience.”
Building on the LGBTQ+ workplace momentum
Intersectionality must be top of mind if leaders truly want to support their LGBTQ+ workforce. “Intersectionality” is the many social identities that define an individual. Husband or wife. Gay or straight. Rich or poor. Trans or cis. These are some of our intersectional selves. They're what make us who we are.
Intersectionality is about recognizing that not all gay or trans people are the same. We have all these identities. And we all have different needs. - Brian Long, Senior HR Business Partner, Surest
Non-gendered parental leave is an example of building an intersectional benefit. It steers clear of binary language like “mom” or “dad.” It’s available for birthing and non-birthing parents.
Sharing pronouns is another characteristic of diverse workplaces. Adding “he/him,” “she/her” or “they/them” to workplace communication is a sign of acceptance. It helps employees define who they are and how they want to be seen. When leaders share pronouns first, it sets the tone for everyone else.
Paying attention to language is a great first step. But Doumas also believes modeling diversity among leadership can also improve organizations.
“Creating leadership roles based on diversity and intersectionality is the key to progress,” he says. “The more people with diverse backgrounds who sit at the leadership table, the more inclusive a company becomes.”
Crespo believes building and managing an inclusive workplace begins with education and acceptance.
“Creating psychological safety is most important," she says. "Then LGBTQ+ colleagues feel comfortable asking about and sharing their benefits needs."
1 https://news.gallup.com/poll/329708/lgbt-identification-rises-latest-estimate.aspx
2 https://www.hrc.org/resources/corporate-equality-index
3 https://www.hrc.org/resources/business-coalition-for-equality
4 https://www.congress.gov/bill/117th-congress/house-bill/5
6 https://www.ey.com/en_us/careers/total-rewards
7 https://www.benefitnews.com/news/price-waterhouse-coopers-expands-on-transgender-medical-benefits