In today's competitive job market, offering comprehensive family building benefits has become a key factor in attracting and retaining top talent. More employers are recognizing that fertility coverage and paid leave benefits are no longer just perks — they are essential components of a well-rounded benefits package. However, ensuring these benefits are truly inclusive remains a significant challenge, especially as the workforce becomes more diverse. This is where HR leaders, along with benefits brokers and advisors, play a crucial role in shaping offerings that meet the needs of all employees.
Many well-intentioned programs still fall short when it comes to inclusivity. While more companies are offering fertility benefits, the structure of these plans often unintentionally excludes key groups, particularly LGBTQ+ employees. This gap in coverage highlights the need for a deeper understanding of how benefits are designed and delivered, ensuring they reflect the diverse paths people take to parenthood.
One of the biggest hurdles in accessing care within a traditional fertility benefit design is the definition of infertility itself, which acts as a barrier for many employees. Most health plans require individuals to meet the clinical definition of infertility — usually defined as 6 to 12 months of unprotected heterosexual intercourse without a resulting pregnancy — before becoming eligible for coverage. This requirement is not only outdated, but also inherently exclusive. It fails to consider the needs of same-sex couples, single parents by choice, and others whose journey to parenthood doesn't align with this restrictive framework.
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For LGBTQ+ employees, starting a family often involves additional medical interventions like sperm or egg donation, in vitro fertilization (IVF), or surrogacy. Unfortunately, these services are not always included in plan designs for fertility benefits, forcing many to pay out-of-pocket or to delay or abandon their plans due to financial strain. This inequity can lead to frustration, disengagement, or even the decision to leave an employer for one that offers better support. In fact, a recent Progyny survey of over 1,100 LGBTQ+ respondents found that 83% would consider leaving their current employer for one that offered comprehensive family-building benefits, underscoring the critical role these offerings play in retention — especially for the LGBTQ+ community.
The financial strain of starting a family without adequate employer-sponsored support can prohibit people from becoming parents. Around 85% of respondents in the same Progyny survey indicated they would be willing to take on a second job just to access the care and coverage they need. This speaks to the heavy financial burden that many employees face, particularly when their primary employer's benefits fall short in providing essential fertility services.
Beyond fertility services, adoption and surrogacy are two increasingly common paths to parenthood, but they are often excluded from traditional benefits plans. Nearly half of the respondents (48%) said they are exploring adoption, while 29% were considering surrogacy; yet these options remain unsupported by many employer benefits packages. The financial and emotional burdens associated with adoption or surrogacy can also be overwhelming, which is why expanding benefits to provide coverage for these avenues to parenthood is so crucial.
Inclusive family building benefits make good business sense. These benefits foster a culture of belonging, where employees feel supported regardless of their personal circumstances. This, in turn, drives engagement, loyalty, and productivity. Offering robust family building support is not just about keeping pace with industry trends; it's about creating an environment where all employees can thrive, knowing their employer values their unique needs.
For HR leaders, building an inclusive benefits package requires collaboration with benefits brokers and advisors who understand the evolving landscape of family building options. These professionals are in a unique position to guide organizations toward solutions that reflect the realities of supporting parenthood today. By advocating for more inclusive policies, they help shape workplaces that are responsive to the diverse needs of the workforce.
Also: Why a diverse benefits industry matters (and how to make it happen)
The goal is to ensure that every employee, regardless of their path to parenthood, feels supported in their journey. Inclusive benefits create not only a more welcoming workplace, but also one where top talent feels confident in their ability to grow both personally and professionally. By working together, HR leaders and benefits advisors can make sure that no employee is left behind in their pursuit of building the family they've always dreamed of.
Cynthia McEwen is Head of DE&I at Progyny.
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