Key Takeaways For People Leaders: Strategies For Fostering LGBTQ+ Inclusion

• Organise workshop and informal shared session
• Apply a DEI lens to all benefits
• Turn up the personalisation
• Roll out training to line managers
• Create support communities
• Let the example come from the top

It's about concrete actions that make a real difference in the lives of all employees. This blog post will navigate critical areas.

The Reality Today

Many PMI plans fail to include essential services for LGBTQ+ reproductive health. Globally, over half of group PMIs policies covering more than 500 individuals exclude fertility treatments, with this exclusion rate rising to 75% for employers in the EMEA region.

Key services often omitted from coverage include:

• Fertility treatments for same-sex couples
• Gender-affirming care related to reproductive health
• Specialised sexual health screenings and preventive care
• Mental health support for LGBTQ+-specific concerns

The Scope of the Issue

It's estimated that 5-10% of the workforce identifies as LGBTQ+. In a mid-sized company of 1,000 employees, this could mean 50-100 individuals directly affected by gaps in reproductive health coverage. Moreover, many allies and family members are also impacted, amplifying the importance of addressing this issue.

The Business Case For Inclusion

Investing in DEI policies and benefits isn't just the right thing to do—it's also good for business. For instance, supporting diverse paths to parenthood can significantly enhance employee satisfaction and retention. Research supports this, too:

• LGBTQ+ inclusive companies experience up to 20% higher employee satisfaction rates
• 50% of LGBTQ+ employees would feel more committed and loyal to employers with DEI policies and programs, which reduces turnover and saves on recruitment and training costs
• Gender-diverse companies are 15% more likely to outperform their respective national industry medians
• 83% of millennials report being actively engaged when they believe their organisation fosters an inclusive workplace culture

How Can People Leaders Foster A Culture Of Inclusion?

Ad Hoc Training and Education

Conduct workshops on DEI terminology and implicit bias to enhance understanding and awareness within the organisation. To deepen the learning experience, consider inviting speakers with lived experiences to share their insights and normalise the topic. Finally, partnering with organisations like CIPD for professional development can further enrich the team's understanding of these vital issues.

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Personalised Policies and Benefits

Review and tailor policies to include all gender identities and sexual orientations. Offering equal parental leave, regardless of gender or family structure, is a significant step toward inclusivity and demonstrates a commitment to diversity. Benefits resonate more deeply with employees when personalised to meet their needs. Additionally, providing comprehensive healthcare coverage, including gender-affirming treatments, is essential for supporting the well-being of LGBTQ+ employees both inside and outside the workplace.

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Internal Point of Reference

Establishing LGBTQ+ employee resource groups fosters community and provides a safe space for employees to connect. To effectively support these groups, it’s important to identify an internal champion who specialises in DEI issues and can serve as a dedicated resource for the group and roll out training to line managers. This individual should possess a deep understanding of DEI topics and be equipped to offer guidance and resources as needed. Finally, support from leadership is essential. As Tim Cook, the CEO of Apple, stated, "The most important thing is to be true to yourself."

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Juniper's Approach

At Juniper, we're committed to empowering organisations to support the health and well-being of all employees, regardless of gender identity or sexual orientation. Our benefits cover gender dysphoria, family-forming options, including gestational surrogacy, adoption, and donor-assisted reproduction. In addition to our inclusive benefits, we also offer dedicated support and resources to address the unique challenges faced by LGBTQ+ employees in the workplace.

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Our sources, If You’d Like To Read More:

• REBA: to read about private medical insurance gaps
• WTW 2024 Global Medical Trends Survey: to find that PMI lacks fertility treatment
• McKinsey & Company and Human Rights Campaign for findings on the impact of LGBTQIA+-inclusive family benefits on employee satisfaction
• Deloitte: to explore millennials' preferences for inclusive and diverse workplaces
• Bloomberg: for insights into diversity and leadership in the corporate sector

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Get in touch to find out more

If you're interested to understand how Juniper can help support your workplace, book a call and the team will guide you through!