Fertility Benefits: A Key Component Of DEIB Strategy

Choose a comprehensive fertility and family forming benefits partner to attract and retain a more diverse workforce

Building and retaining a diverse workforce has never been more important to companies than it is today. The advantages of having a diverse and inclusive staff are numerous. Companies with a workforce that reflects the markets it serves can gain distinct advantages and achieve success in ways they could not do without it. Diversity is a key part of the “social” in the Environment, Social, Governance (ESG) metric by which modern businesses are measured. Providing a workplace that attracts and retains employees from all walks of life and cultures can be seen as a strong indicator of a company that has its eye on the future. For these reasons, a strong Diversity, Equity, Inclusion and Belonging (DEIB) plan is a requirement for building strong teams, and comprehensive fertility and family-forming benefits are an important - and often overlooked - aspect of a winning DEIB strategy. 
 

While more companies today are interested in offering fertility and family planning in their benefits packages, this vital aspect of healthcare is often most associated with heterosexual and cisgender employees (defined as people who identify with their birth sex), particularly those in “traditional” life partnerships and marriages. When many people think of fertility treatments, they think of cis straight married couples seeking aid in conceiving.

While many who need fertility treatment fit these criteria, those who do not, can also benefit from these treatments. It is important for employers to remain conscientious of the fertility and family planning needs of all staff, regardless of their identity or relationship status. Because comprehensive fertility and family forming benefits are not offered by many companies, those organizations which do can help attract and retain a more diverse workforce by offering programs that can help all employees build a family if they have had challenges trying to have one. 

The first step to leveraging fertility benefits in a DEIB strategy is to understand that these treatments are incredibly useful to employees of all sexual identities, gender identities, and life situations. Employees who seek out fertility services could be gay and married, transgender and planning to be a single parent (single intending), or any combination of circumstances and lifestyles. A wise employer provides fertility benefits that are inclusive of all employees, making their workplace a destination for staff of all backgrounds. The key is to understand the range of services different employees need and to ensure these services are accessible to everyone. 

Conventional thinking about fertility benefits involves procedures like in-vitro fertilization (IVF) and egg freezing. These procedures are definitely important, but are not the only family-forming and planning services, nor are they only beneficial to cis women or married couples. In the case of IVF, for example, company insurance policies can discriminate against single intending mothers or trans parents by refusing IVF treatment coverage without an infertility diagnosis. Without insurance reimbursements, each IVF cycle can cost $25,000 or even more. Yet some employees do not face infertility issues at all and must go directly to IVF if they want to have children.
 
Employers can also consider changing a viewpoint that many people may have: the idea that fertility benefits are meant only for employees or their partners wishing to give birth themselves. Many employees may be interested in surrogacy services or help with adoption. The adoption process can be rigorous and challenging and financial aid is essential for many considering it, creating a barrier that keeps many employees from adopting. Surrogacy can also be expensive and finding qualified gestational carriers (GCs) can be stressful without a dedicated agency well-versed in the vetting process. 
 
Lastly, companies have to consider the behavioral health needs of employees trying to form families. Wellness is a holistic pursuit and starting a family can put tremendous strain on employees. Effective comprehensive fertility and family forming benefits will evaluate the individualized need for emotional support and help the employee access other benefits their companies offer, such as its health plan, Employee Assistance Programs (EAP) and digital behavioral health solutions.  Offering a comprehensive program can help keep employees productive while establishing a company’s commitment to a diverse and accepting workplace and one that cares about an employee’s family.
 
Pervasive biases linger in existing benefits packages and remain the main challenge to rolling out inclusive fertility programs. Many standard health plan fertility packages require proof of infertility, or simply will not cover single or LGBTQ+ employees because they may not have a specific medical need that must be addressed. Other plans provide no adoption or surrogacy coverage. While it is not always possible to find a single source for all these services, it is vital that sources for each service providing fertility and family planning assistance do so without bias and for all employees. Companies that choose a comprehensive fertility and family forming benefits partner wisely will attract and retain a more diverse workforce.  

Dr. G. David Adamson MD, FRCSC, FACOG, FACS, is the Founder, Chairman and CEO of ARC Fertility. He is a globally recognized reproductive endocrinologist and surgeon and is a Clinical Professor, ACF at Stanford University, and Associate Clinical Professor at UCSF. Dr. Adamson also serves as the current Chair of the International Committee Monitoring ART (ICMART), a WHO NSA/NGO. Connect Dr. G. David Adamson