Benefits, health care need to be inclusive
The past year has been a time of cultural awakening across the U.S., with diversity, equity and inclusion becoming a larger part of the national conversation. Employers, health care providers and others are recognizing the need to create more inclusive environments and reassessing their benefits and service offerings to ensure they are aligned to their DE&I initiatives.
But for many in our LGBTQ+ community, there is still much progress to be made. A one-size-fits-all approach to health care and benefits doesn’t work anymore; therefore, offering tailored solutions for unique member populations is key to inclusivity and driving equitable outcomes. Studies have found that our community is at higher risk for certain health conditions, such as asthma, diabetes, obesity, cancer, mental health and sexually transmitted diseases.
Employers are starting to realize that our community has been left in the dark, and it is having a negative impact on our health and well-being. It’s time they take a critical look at themselves and ask, “Are our benefits really inclusive for all employees?”
Today, health care is so much more than a trip to the doctor. It’s a receptionist recognizing and using correct pronouns, OBGYNs not assuming pregnancy is an option, and primary care physicians celebrating a patient’s decision to go on PrEP. These positive and affirming moments start with the choices employers make around typical medical, vision and dental benefits they offer, and are bolstered by other tailored solutions they include in their benefits ecosystem.
Here are some steps and questions for employers to consider when reviewing health benefits:
General care
Helping employees find a good health care provider shouldn’t be difficult. But the LGBTQ+ community faces higher rates of discrimination and access. Employers, ask yourselves “Does our network of health care providers include those that are culturally and clinically competent clinicians?” and “Does our network of health care providers include those that are experienced with and supportive of
LGBTQ+ health needs?”
While the answer may be yes, employees are still extraordinarily challenged in figuring out which providers meet that criteria. Typical provider directories do not capture the level or type of detail that our community seeks in understanding if their care experience will be safe, affirming and clinically helpful. Past trauma and overt discrimination in the health care setting has made the LGBTQ+ community wary to engage. Employers need to be aware of the barriers employees face in achieving inclusive health benefit coverage and be diligent to identify solutions that provide value for our community. Helping everyone engage or reengage with the health care system by connecting them to vetted clinically and culturally competent health care providers is a great first step.
Additionally, health care benefits should be provided to domestic partners and queer couples alike. Making sure employees and the people that they love are supported by health care benefits reveals how much employers value them and helps to promote better overall well-being.
Paid leave
Paid family leave provides relief when people need to take time away from work to care for a loved one. While the federal Family and Medical Leave Act allows eligible employees to take unpaid, job-protected leave for certain family and medical reasons, some LGBTQ+ families won’t qualify for these benefits if they’re not legally married. It’s up to employers to amend paid family and sick leave policies to include paid family leave for all families.
There may also be some wrinkles that need to be ironed out in terms of bereavement policies when it comes to queer couples. For example, are all employees allotted a specific bereavement leave for the death of a spouse or life partner, regardless of sexual orientation or partnership classification (e.g. not legally married?)
Colin Quinn is co-founder and CEO of Included Health, a care portal for the LGBTQ+ community that connects members to inclusive providers. As a member of the LGBTQ+ community, Quinn is passionate about raising care equality.