In surveys, most companies say they’re interested in diversity, equity, and inclusion (DEI) — but at the same time, 76% of companies have no diversity or inclusion goals. Making a commitment to DEI is important, but setting and delivering on specific goals is much more critical.
Fertility benefits can be a powerful way for companies to tangibly fulfill DEI promises. When done right, they can support people of all backgrounds — especially those in the LGBTQ+ community. For your clients looking to create an LGBTQ+-inclusive workplace and demonstrate progress on their efforts through recognitions like a high score on the Human Rights Campaign Corporate Equality Index, here’s what you need to know to make sure they’re offering the best options for their LGBTQ+ employees.
The problem: Most insurance plan fertility coverage isn’t LGBTQ+ inclusive
Members of the LGBTQ+ community are often left out of benefit plans due to a narrow definition of infertility. For example, for fertility treatments like in vitro fertilization (IVF) to be covered by most health insurance plans, people need to have an infertility diagnosis, which doctors give when a couple has been trying for 6 – 12 months to get pregnant through intercourse. In other words, a same-sex female couple would need to try and get pregnant using donor sperm for months before having any costs covered. However, the American Society for Reproductive Medicine (ASRM) recently published a new, more inclusive definition of "infertility" that no longer excludes single or LGBTQ+ individuals, so, at least in the U.S., there may be changes to coverage coming. IVF also may not be medically advised or be the preference for every individual or couple who wants to start a family.
Other family-building options like adoption and gestational carrier (GC) services are rarely covered by companies at all — just 17% of companies offer support for adoption.
The solution: Fertility benefits that meet the family-building goals of all employees
For the 63% of LGBTQ+ millennials who are considering expanding their families, inclusive family-building benefits are necessary to make that happen. LGBTQ+-inclusive fertility benefits should include:
- Coverage without a required diagnosis of infertility for treatments
- Care navigation and support to find clinics and agencies that provide LGBTQ+-affirming services
- Solutions and support for adoption and foster care
- Access to sperm banks and egg donor agencies, as well as legal support for donor-assisted reproduction
- Support for gestational surrogacy, including connecting with a gestational carrier (GC), understanding the legal side of GC journeys, and more
- Fertility preservation options and guidance for trans and non-binary employees. Some trans people choose to freeze their gametes before starting hormone therapy or surgery.
The more diverse and flexible the options, the more likely your clients will make all employees feel safe and supported.
The HRC Corporate Equality Index
The HRC Corporate Equality Index serves as a roadmap and benchmarking tool for U.S. businesses dedicated to improving the experiences of LGBTQ+ employees. On a scale of 100 points, 50 points are given for family benefits. With Carrot’s mission to provide fertility care for all, regardless of age, race, income, sex, sexual orientation, gender identity, faith, marital status, or geographic location, our benefit is well positioned to help your clients meet several specific metrics to receive a higher score, including:
- Equivalency in same- and different-sex domestic partner medical and soft benefits (10)
- Equivalency in spousal and domestic partner family formation benefits regardless of sex. (10)
- Equal health coverage for transgender individuals without exclusion for medically necessary care (15)
- At least 5 additional essential services and treatments (10)
- LGBTQ+ Benefits Guide (5)
Several of Carrot’s clients have earned a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index. Your clients can join the list — and create the most inclusive environment for all employees, including members of the LGBTQ+ community — by providing diverse options for every path.
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