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10-step guide to designing inclusive benefits for all families

Inclusive benefits for families: A 10-step guide

Explore our checklist for designing inclusive family benefits that retain diverse talent, improve health outcomes, and reduce maternity and fertility costs.

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    Inclusive benefits play a crucial role in retaining diverse talent and reducing healthcare costs. These benefits can support LGBTQIA+ employees through their unique paths to parenthood and combat biases in traditional healthcare systems. By implementing equitable family health benefits, companies foster belonging and attract top-notch candidates to create high-performing workforces.

    Traditional healthcare systems aren’t built to support LGBTQIA+ people and their families. From antiquated laws around adoption to stigma surrounding different pathways to parenthood, LGBTQIA+ people on their family journey are at an increased risk for discrimination and a lack of clarity and empathy from providers. 

    Inclusive benefits are crucial for LGBTQIA+ employees, combatting gaps in the traditional healthcare system. Employers who invest in these benefits make a tangible difference in the lives of employees while also reducing fertility and pregnancy-related healthcare costs. In order to remain competitive, retain talent, and improve diversity, employers should design equitable and inclusive benefits policies that support all paths to and through parenthood.


    of LGBTQIA+ employees are expanding or planning to expand their families (Maven)


    of LGBTQIA+ people planning families expect to use assisted reproductive technology, foster care, or adoption to become parents (Family Equity)


    of LGBTQIA+ birthing people reported that the quality of their experience with pregnancy, birth, and postpartum care was impacted by bias or discrimination (AAMC)

    What are the benefits of inclusion in the workplace?

    By embracing diversity and inclusion efforts in the workplace, organizations cultivate belonging and reap significant benefits. 

    1. Diverse teams drive results: Hiring employees with varied perspectives allows companies to benefit from innovative ideas and strategies, fostering adaptability and competitiveness. Research backs up the benefits of diversity and inclusion: McKinsey found that diverse teams outperform homogeneous ones by 35%. 
    2. Inclusive companies stay competitive: 67% of job seekers consider diversity and inclusion a crucial factor when evaluating job offers. Inclusive companies can attract top-notch candidates, boosting their reputation and long-term growth.
    3. Inclusivity increases engagement: Inclusive workplaces encourage empathy, support, and engagement. Understanding and respecting each employee’s needs fosters effective collaboration and increased employee engagement. Gallup found that highly engaged teams have 59% lower turnover rates, reducing turnover costs and increasing productivity.

    The step-by-step checklist for designing an inclusive benefits package that empowers LGBTQIA+ parents

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    Evaluate your current offerings

    Measure your existing family and fertility benefits policies

    Do they allow for equitable access and coverage for LGBTQIA+ individuals, couples, and single parents? What offerings do you have to support adoption, surrogacy, or fertility treatments? Does your plan require a diagnosis of infertility for coverage? How does that requirement impact same-sex couples’ access?

    Survey your employees

    Ask your employees about their experiences with your existing benefits and policies, resources, and other internal programs to identify where there are gaps. Partner with your LGBTQIA+ employee resource group (ERG) and solicit their ideas on how to improve or expand your benefits offerings.

    Update your existing benefits

    Revisit the language in your benefits materials

    Audit the materials and training provided to your employees about your benefits and policies. Adjust phrases that may be gendered, exclusionary, or heteronormative. For example, you may want to use terms like “birthing parent” instead of “mother” to avoid excluding pregnant employees who may not identify as women.

    Update your parental leave and return-to-work policies

    Your company should offer the same paid parental leave to all employees, whether they’re a birthing parent or non-birthing parent, or if they grow their families through adoption and surrogacy.

    Expand family-building reimbursements

    Many companies are now offering reimbursements or stipends for fertility treatments. Ensure that your reimbursements cover fertility treatments for all families, not just those with an infertility diagnosis. Expanding coverage to include financial support for adoption and surrogacy can also help make your benefits more inclusive.

    Fill gaps in care

    Provide benefits that support LGBTQIA+ individuals throughout their family journey

    Family building can be more complex and costly for LGBTQIA+ employees, as they may have to navigate legal, financial, and emotional barriers. Your family benefits should offer personalized and affirming care at every step of their journey.

    Expand access to specialized mental health support

    Starting a family can be both joyous and challenging. Offer employees mental health care to support them along their family journey, with providers that have experience supporting the LGBTQIA+ community.

    Increase opportunities for care matching

    Audit your benefits solutions to ensure providers are trained in gender-affirming and culturally-conscious care. Consider augmenting your existing offerings in this area, as care matching improves health outcomes among historically marginalized communities.

    Create a supportive culture

    Provide trusted resources and community

    Offer on-demand, clinically-vetted resources that help your employees learn along their family journey. Consider providing employees with virtual classes or meet-ups where they can connect with peers at similar stages of the family-building process.

    Educate managers and employees

    Consider implementing manager training, company-wide education, and resources to help employees better understand LGBTQIA+ experiences at home and at work.

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    Equitable and inclusive benefits that meet your needs

    LGBTQIA+ employees want—and need— more inclusive benefits. As the leading women’s and family health company, Maven is uniquely positioned to support employees along their parenting journey, no matter their path to and through parenthood. To learn more about how Maven can help you provide equitable and inclusive benefits to your employees, schedule a demo today.


    We’re always here to answer your questions—and that starts now.

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    Ready to provide equitable and inclusive benefits to your employees?

    Maven is uniquely positioned to support employees along their parenting journey, no matter their path to and through parenthood.

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    Maven is the leading digital family health benefit for starting and raising a family. Providing end-to-end support across a full spectrum of needs, we’re there for your employees throughout the entire family journey with inclusive, accessible care that improves health outcomes, return-to-work rates, and reduces overall healthcare costs.

    Explore our solutions
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    Book a demo today to learn what:

    Your employees get

    24/7 access to providers covering 350+ subspecialties—at home or on the go
    Inclusive support for every path to and through parenthood, including access to providers with clinical expertise in serving the LGBTQIA+ community
    Dedicated Care Advocates to guide members to the right support for their needs—with support for 35+ languages

    Your company gets

    One integrated benefit configurable to your needs—no more managing (or paying for) multiple point solutions
    Savings on the biggest healthcare costs, with up to 3x return on fertility investment and 6x return on maternity investment
    Higher retention and return-to-work rates, plus increased productivity

    Fortune 500 companies and startups across industries trust Maven to create great employee experiences.

    When families are taken care of,
    teams thrive in and out of the workplace


    of working mothers will leave a job for an opportunity that better supports their work
    and life considerations


    of millennials would leave their jobs for fertility-related coverage

    1 in 4

    employers are seeing talent leave due to increased childcare responsibilities


    “Maven has truly been a success story from day one. Our employees are so very appreciative of this program. I’ve had people call me and say, ‘I couldn’t have come back to work without the support through Maven and SoFi.’

    Debbie Westover,

    Director of Benefits, Sofi

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    Healthy families make healthy companies

    If attracting and retaining top talent, advancing diversity, health equity, and inclusion, as well as reducing healthcare spend are top of mind for you, learn how Maven aligns with your priorities today.

    Ready to learn more?

    See the impact Maven could have at your company.

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