Inclusive benefits: LGBTQIA+ employee benefits & policies

The corporate arena has experienced an undeniable evolution concerning diversity and inclusion. Modern organisations have understood that a diverse and inclusive workforce not only boosts their social standing but also promotes creativity, innovation and employee engagement within the organisation.

A genuine commitment has especially emerged towards LGBTQIA+ inclusivity in benefits and policies, reflecting an organisation’s understanding of human rights, diversity and evolving societal norms.

But what does true inclusivity look like for LGBTQIA+ and why does it matter? Let's explore it in detail.

   

Setting the context: Why do we need LGBTQIA+ inclusive policies?

Traditionally, businesses have framed employee benefits, such as healthcare policies, within a rather narrow scope, often inadvertently sidelining the unique needs of the LGBTQIA+ community. Not only does this pose ethical concerns but in many regions, there are increasing legal imperatives to address such oversights. Furthermore, such traditional practices prohibit diverse talents from joining the organisation.

Companies striving for excellence recognise the importance of embracing inclusive benefits, not just as a sign of progressiveness but as a necessity in the contemporary corporate world.

How to get started?

To begin with, companies can create an inclusive workplace to help cultivate an environment where everyone, irrespective of their gender identity or sexual orientation, feels acknowledged, safe and valued.

Here are some ways companies can redesign policies and physical workspaces to be more accessible to LGBTQIA+ employees:

• Review policies on healthcare, family leave, employee conduct and more to ensure that they are inclusive of LGBTQIA+ employees.
• Provide training on LGBTQIA+ inclusion for all employees, covering topics like LGBTQIA+ terminology, allyship, etc.
• Set up an LGBTQIA+ employee resource group (ERG) to provide support and networking opportunities for employees of similar identities or backgrounds.
• Appoint LGBTQIA+ allies. Allies are heterosexual and cisgender employees who support LGBTQIA+ employees and work to promote their inclusion in the workplace.
• Support the listing of pronouns by asking employees to include their pronouns in their email signatures.
• Incorporate gender-neutral language into policies, communications and workplace culture.
• Create unisex toilets to make employees feel more comfortable and included, especially transgender and non-binary employees.

The spectrum of inclusive benefits

Although workplace design is a key component, inclusive policies extend far beyond it when we talk about the LGBTQIA+ community. Comprehensive benefits and policies are essential to promoting inclusivity. Here are some examples:

Healthcare

• Gender-affirming care coverage to help transgender people transition to the gender they identify with
• Affirmative mental health care, inclusive of LGBTQIA+ people and their unique needs
• Inclusive fertility and family-building benefits, such as fertility coverage, adoption assistance, and surrogacy support, for LGBTQIA+ employees who are trying to have children

Family leave

• FMLA-equivalent benefits that allow employees to take unpaid, job-protected family and medical leave to care for domestic partners and the children of a domestic partner, regardless of biological or adoptive status

Other benefits

• Domestic partner benefits, health insurance coverage, retirement plan benefits and other benefits extended to employees' domestic partners
• Same-sex spouse benefits extended to employees' same-sex spouses
• Flexible work arrangements to support LGBTQIA+-specific needs, such as needing to travel for gender-affirming care

How these inclusive benefits impact LGBTQIA+ employees

Inclusive benefits and policies have a direct impact on the well-being and job satisfaction of LGBTQIA+ employees. When employees feel supported and valued by their employer, they are more likely to enhance team performance. Inclusive benefits and policies can also help to reduce stress and anxiety for LGBTQIA+ employees, which can lead to improved mental and physical health.

Wrapping up 

As we reflect on the evolution of diversity in the workplace, we can see that while significant progress is being made, the journey is far from over. Inclusivity isn’t a destination but a continuous path of growth, adaptation and understanding.

Companies that embed LGBTQIA+ inclusive policies and benefits at their core aren't merely ticking boxes. They are forging a future where every employee, irrespective of their identity, can thrive and contribute to organisational success.

For more tailored guidance and tips on this topic and others, delve into more blogs by Careernet.