63% of LGBTQ+ millennials are currently considering becoming first-time parents or having more children, according to a recent survey. The same survey revealed that 63% of LGBTQ+ individuals intend to use assisted reproductive technology, foster care, or adoption to become parents.
While only 1 in 5 U.S. companies currently offer paid family leave for LGBTQ+ employees, a growing number of companies are creating competitive family benefits packages that cover family planning, fertility, adoption, surrogacy, and more.
So how can your company stand out as a leader in diversity and inclusion by supporting LGBTQ+ employees on the path to parenthood?
Our 10 step guide to designing inclusive family benefits provides best practices for your company. We created this easy-to-follow checklist to help you evaluate and update your offerings, and fill in gaps for LGBTQ+ employees.
Inclusive and equitable benefits policies are critical for your business to remain competitive, retain talent, and improve diversity. Based on years of experience partnering with leading companies and -providing whole-person care for LGBTQ+ individuals, Maven’s guide is the perfect place to start—whether you’re looking to revamp your current family benefits, or starting from the ground-up.
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