Pride Month: Adding Inclusive Employee Benefits
ADDRESS THE NEEDS OF ALL EMPLOYEES WITH INCLUSIVE BENEFITS
Pride Month is a time to celebrate and honor the LGBTQ+ community and its history – a time for LGBTQ+ people and allies to come together to celebrate the diversity, resilience, and contributions of the LGBTQ+ community. It can also be a good time to start thinking about and reviewing your existing employee benefits offerings to ensure the needs of your current and future employees are being met.
Members of the LGBTQ+ community, like all employees, have a range of needs and desires when it comes to workplace benefits. However, some benefits that may be particularly important to members of the LGBTQ+ community include:
1. Comprehensive healthcare benefits: Offering healthcare benefits that are inclusive of LGBTQ+ needs can demonstrate an employer’s commitment to supporting the health and wellbeing of all employees. This can include coverage for gender-affirming
healthcare, mental health counseling, and support for those living with HIV
2. Non-discrimination policies: Employees want to feel valued and protected from discrimination in the workplace. Employers can demonstrate their commitment to inclusivity by adopting non-discrimination policies that protect LGBTQ+ employees
from harassment and discrimination based on their sexual orientation or gender identity.
3. Parental leave for all parents: Access to parental leave for all parents, including nonbiological parents and regardless of their gender or sexual orientation, is a significant benefit for LGBTQ+ employees on the path to starting or expanding their families.
4. Domestic Partner Benefits: Offering benefits to domestic partners, including same sex partners, can demonstrate an employer’s commitment to supporting LGBTQ+ employees and their families. This can include health insurance coverage, retirement benefits, and other perks that are traditionally offered to spouses.
5. Diversity and inclusion training: Employers can provide LGBTQ+ employees with a safe and supportive environment by offering training about diversity and inclusion. Such training can help create awareness, educate employees about the issues that the LGBTQ+ community face, and equip them with tools to support their LGBTQ+ colleagues.
6. Employee resource groups: Providing employees with access to LGBTQ+ employee resource groups (ERGs) can help create a sense of community and belonging. ERGs can provide networking opportunities, mentoring, and resources to support LGBTQ+
employees in the workplace.
Employers that invest in creating an inclusive workplace for their LGBTQ+ employees demonstrate their commitment to diversity and inclusion, which can lead to a more positive work environment for all and increased employee retention.
This material has been prepared for informational purposes only. BRP Group, Inc. and its affiliates, do not provide tax, legal or accounting advice. Please consult with your own tax, legal or accounting professionals before engaging in any transaction.