Pride in Policy: Supporting LGBTQ+ Employees and their Families Through Comprehensive Benefits

We all want to work in an environment where we feel included, respected, and valued, allowing us to be our authentic selves. However, this is often not the case for LGBTQ+ individuals, with nearly 8 in 10 feeling they cannot fully share their identity at work due to fears of professional repercussions, according to an EY Global Belonging Barometer survey.

Employers play a crucial role in creating inclusive workplaces where everyone feels they belong. One key approach is offering comprehensive benefits tailored to LGBTQ+ employees and their families, such as family planning, medical coverage, work/life benefits, and networking opportunities. These initiatives not only provide essential support but also help foster a more inclusive and supportive workplace culture. Here’s how enhancing benefits for LGBTQ+ employees can add value for both employees and employers.

Why it Matters for Companies

Employers have a responsibility to support their employees. There’s a legal responsibility. Providing equal benefits adheres to anti-discrimination laws, which ensures legal compliance and safeguards against lawsuits. But this responsibility goes beyond mere compliance with regulations. Employers also have an ethical responsibility to support their employees. Offering comprehensive benefits aligns with promoting workplace equality and human rights.

But beyond compliance, employers who offer broad benefits realize other advantages thanks to a more diverse and engaged workforce. Companies with more diverse workforces tend to perform better financially. Employees who can be themselves on the job have the space and support to be more productive. They’re not afraid to come forward with innovative ideas or point out opportunities for improvement. This also translates to improved recruitment and retention. LGBTQ+ employees who feel heard and valued at work are more likely to be loyal to that employer. They’re more likely to stay with that organization, which can in turn enhance recruiting efforts for anyone seeking an engaged, inclusive workplace.

Why it Matters to the LGBTQ+ Community

There are a number of benefits areas employers can pursue to support employee wellbeing and foster a more inclusive workplace. One critical area is health access. LGBTQ+ individuals often face unique health disparities. Providing comprehensive benefits ensures every individual has access to specialized healthcare services and have options when it comes to selecting providers.

Mental health is another important focus for comprehensive benefits packages. Those who identify as LGBTQ+ may face additional stressors in life, both at work and at home.Mental health benefits can help individuals ensure they have the support and resources they need for improved wellbeing. Finally, gender-affirming care supports transgender and non-binary employees, affirming their identities and helping them achieve greater wellbeing.

It’s important to note that support for LGBTQ+ employees can – and should – extend beyond traditional health benefits. Every employee needs support and advocates in their careers and workplaces. Access to career advancement tools can be a powerful benefit. Professional development and mentorship opportunities aid in career progression.

At the same time, educational resources via continued education can also empower LGBTQ+ employees to grow their skills and their careers. Webinar resources offer convenient, tailored content to help these employees succeed. Employers should seek out opportunities to address evolving LGBTQ+ issues in company-wide continuing education content. It’s an opportunity for managers and HR professionals to support LGBTQ+ employees and educate all employees on these important topics. Extending benefits to include resources like mentoring and continuing education help to enhance job satisfaction while fostering greater diversity, equity, and inclusion with the organizational culture.

How D&Z Implements LGBTQ+ Inclusive Policies

At Day & Zimmermann (D&Z), we are deeply committed the well-being of our diverse workforce, including our LGBTQ+ community. Our tailored benefits, including medical coverage, work/life balance support, family planning assistance, and networking opportunities, ensure every team member feels valued and supported. Our inclusive company culture celebrates diversity, reflected in our LGBTQ+ Benefit Resource Guide, providing access to resources for health and well-being, including quality healthcare for all.

Furthermore, our True Colors Employee Resource Group (ERG) serves as a driving force for LGBTQ+ inclusion at D&Z. By providing a platform for community connection and advocacy, both within and beyond the workplace, our ERG leaders spearhead efforts to effect positive change in our company policies and practices.

Finally, each year, Day & Zimmermann (D&Z) proudly participates in the Human Rights Campaign Foundation’s (HRC) Corporate Equality Index (CEI). This survey is the nation's leading benchmarking tool for assessing corporate policies and practices regarding LGBTQ+ workplace equality. Our consistent high scores and recognition from the HRC highlight our continuous dedication to cultivating a diverse and inclusive workplace where every individual can flourish.

Conclusion

Benefits are a vital part of an organization’s culture. Comprehensive benefits that support LGBTQ+ employees and candidates are a key component of an inclusive workplace where everyone can thrive. Access to healthcare benefits, improved work-life balance, career advancement opportunities, and education resources improve individual wellbeing and enhance and organization’s culture in tangible and meaningful ways.

At D&Z, we believe in supporting the LGBTQ+ community by offering comprehensive benefits that address each person's unique needs. We understand the importance of embracing diversity and being inclusive so that our employees feel respected and invited to contribute to the success of our company, clients, suppliers, and communities.