In part one of this two-part series, we looked at some of the facts surrounding employee benefits for members of the LGBTQ+ community, and why many in this community remain disadvantaged in terms of health disparities. Both for basic moral reasons and to be viewed rightly as an inclusive organization, it’s vital for employers and businesses around the country to provide inclusive, considerate benefits.
At Nielsen Benefits Group, we’re here to offer a wide range of employee benefits and employee insurance services to businesses around Sandy and nearby areas, whether you’re a small business, large corporation or anything in between. While part one of our series went over addressing LGBTQ+ community health disparities and the need for employers to offer inclusive benefits, today’s part two will dig into a few other vital concepts here.
Benefit Accessibility
The theme of accessibility is another huge part of the overall discussion surrounding employee benefits for LGBTQ+ community members. Accessible and available health care coverage is a key component to providing considerate, inclusive benefits to LGBTQ+ employees, but many employers in Utah still have issues with this.
Some of the areas to cover here may be those you haven’t properly considered. Some examples:
- Removing gender from intake forms: This one may seem like a minor detail, but it’s surprisingly important for transgender members of the community who may be uncomfortable with the gender-specific questions on forms.
- Gender-neutral or similar bathroom accommodations: These are an important way to make sure everyone in the office is comfortable and can use the restroom without feeling judged or discriminated against.
- Same-sex partner benefits: In some parts of the country, same-sex partners aren’t entitled to spousal insurance benefits, so it’s vital for employers to offer these policies as needed since they don’t have access to the same legal protections as heterosexual couples.
These are only a few of the issues employers should consider when it comes to making sure their benefits packages are inclusive and accessible for everyone. Providing adequate health care coverage is also essential, since LGBTQ+ community members often struggle with accessing quality care.
Education Around LGBTQ+ Health Needs and Services
Another major part of providing benefits for LGBTQ+ members is making sure everyone in the office or workplace has a good understanding of LGBTQ+-specific health needs and services. This education should include topics like privacy, hormone therapy, mental health services, and more.
It’s also important to remember that everyone in the office should be given access to this information regardless of sexual orientation or gender identity. This will help ensure a supportive culture throughout the workplace and make sure everyone is comfortable receiving both support and care from their colleagues.
Making sure there is adequate education around LGBTQ+ health needs and services is a key part of any employee benefits package. By having everyone in the office understand the unique health needs of LGBTQ+ members, employers can make sure their coverage is effective and accessible to all.
We hope this two-part series on providing inclusive employee benefit packages has been helpful. At Nielsen Benefits Group, we specialize in helping businesses around Sandy and nearby areas provide the best coverage possible for their employees, regardless of sexual orientation or gender identity. Contact us today to learn more about how we can help you create an inclusive, considerate benefits package for your employees.
