Conventional fertility and family building benefits typically discriminate against LGBTQ+ individuals and couples and single parents by choice by requiring a pre-certification or a diagnosis of infertility. This can often be hidden in the fine print. These one-size-fits-all requirements limit access to necessary treatment and fail to acknowledge the many paths to parenthood.
We expect that companies will support a diverse workforce and a culture of inclusivity with equitable benefits, however, even with the best intentions, fertility and family building benefits can fall flat.
Use this checklist to ensure you are truly providing equitable fertility and family building benefits for your employees.
The Equitable Fertility and Family Building Checklist
- Do you offer fertility and family building benefits that are accessible to LGBTQ+ individuals and couples, and single parents by choice?
- Does your policy contain language that requires a diagnosis of infertility or other requirements before an individual can access fertility treatment? Check the fine print. Policies may include language that an individual must have “unprotected heterosexual intercourse” for a predetermined amount of time before they can proceed to treatment or require that a member must pay out of pocket for IUI and associated medications before more effective treatment can be pursued.
- Are fertility specialists within your policy’s in-network clinics screened and trained to provide inclusive fertility and family building education and treatment?
- Are insurance or care representatives from your fertility and family building benefit trained to provide inclusive fertility and family building education that is sensitive to each individual’s journey?
- Do employees have access to LGBTQ+ family building education and resources?
- Do you offer adoption and surrogacy benefits?
- Do employees have access to education on adoption and surrogacy? Adoption and surrogacy processes, laws, and costs can vary widely by state.
- Do employee resource groups for parents and families support and acknowledge all paths to parenthood?
- Do parental leave and return to work policies acknowledge and provide support for various family structures?
How does your current fertility and family building benefit measure up? Did you use this list to evaluate your benefit choices?
If you’d like to bring an equitable fertility and family building to your company or learn more about LGBTQ+ family building, reach out.