Adopting inclusive benefits is simply not enough for your organization to hit the mark — you must tie these offerings back to your overarching DEI strategy. More likely than not, you have a mission statement or code of conduct that delineates your organization's approach to DEI. Beyond reviewing these documents, consider the following steps to evaluate gaps in your current offerings:

Review your plan documents — Look closely at your employee handbook, insurance plan documents and any other relevant materials to confirm which benefits your organization currently offers. Review each benefit's specific terms and conditions, such as eligibility requirements, copays and deductibles, to ensure your offerings aren't exclusionary.
Start a conversation with employees — Many areas covered by family-building benefits, such as menopause and infertility, are stigmatized in the workplace. Accordingly, consider surveying your employees anonymously for feedback on these areas of interest. Include specific questions about popular offerings like IVF, surrogacy, adoption and child care, as well as broad questions about DEI targets (e.g., "Do you feel our organization's current health plan/employee offerings meet your needs?")
Compare your plan to industry benchmarks — How do your current offerings compare to competitors' benefits? If you're behind the curve, it can impact your ability to attract top talent. And if you're a frontrunner, maximize the opportunity to get ahead of your competitors early.
Consult with a benefits expert — For many, family-building benefits offer a welcome, new avenue for inclusivity. It's natural to wonder where to begin — but don't allow yourself to fall behind due to indecision. It's wise to consult with a benefits expert to decide which offerings suit your workforce.

Once you've taken these steps, devise a plan to improve your benefits with an eye toward inclusivity. Ask yourself: How can I roll out family-building benefits in a cost-effective but efficient manner? Consulting with an expert is vital here.

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