{"id":28276,"date":"2025-06-24T15:03:00","date_gmt":"2025-06-24T15:03:00","guid":{"rendered":"https:\/\/progyny.com\/?p=28276"},"modified":"2025-06-25T15:32:58","modified_gmt":"2025-06-25T15:32:58","slug":"supporting-a-healthy-workforce-must-include-lgbtq-family-building","status":"publish","type":"post","link":"https:\/\/progyny.com\/blog\/fertility-in-the-workplace\/supporting-a-healthy-workforce-must-include-lgbtq-family-building\/","title":{"rendered":"Supporting a healthy workforce must include family building for the LGBTQ+ community"},"content":{"rendered":"\n

By Janet Choi, MD, Chief Medical Officer at Progyny\u00a0<\/em><\/p>\n\n\n\n

\u201cDestination parenthood\u201d does not always take a traditional or linear path, Mark Leondires, MD, Medical Director and Founder of Illume Fertility reminds us<\/a>. Same sex couples and single parents by choice need assistance<\/a> in building the family of their dreams. In fact, the American Society for Reproductive Medicine broadened the medical definition of infertility in 2023 recognizing that anyone who might need medical assistance to grow their family should be supported. That\u2019s why it is critical that benefit decision-makers are considering the full scope of their employee base when building their family-focused approach.<\/p>\n\n\n\n

Largely with good intent, we\u2019ve seen time and again that the LGBTQ+ community has been omitted from certain family building and fertility benefits. As we observe Pride Month here at Progyny, we want to highlight the needs of aspiring LGBTQ+ parents, as well as provide an evolved approach to family building benefits that ensures all<\/em> individuals who desire to can realize their dreams of parenthood.<\/p>\n\n\n\n

The talent retention reality<\/h2>\n\n\n\n

We hear time and again how critical attracting and retaining key talent is to companies. Fertility benefits can be a key to retention for LGBTQ+ employees. A recent survey<\/a> showed that fertility coverage at work is a priority for LGBTQ+ individuals seeking to expand their families. In fact, 79% said they would consider leaving their current job for one that offers these benefits, and 81% responded that they would work a second job just to get fertility coverage<\/strong>. The majority of those surveyed were also worried about costs of treatments to expand their families with concerns about having to rely on outside sources for funding.<\/p>\n\n\n\n

The coverage gap challenge<\/h2>\n\n\n\n

That same survey highlighted major disparities between how LGBTQ+ individuals and their heterosexual counterparts were able to access the same coverage. While many LGBTQ+ individuals technically had coverage, more than two-thirds shared that their employer\u2019s plan required individuals meet outdated medical diagnosis criteria for infertility before qualifying for coverage.<\/strong><\/p>\n\n\n\n

This form of pre-certification too often associated with family building coverage excludes LGBTQ+ community members and single parents by choice, essentially blocking them from accessing necessary benefits.<\/p>\n\n\n\n

Leading the change<\/h2>\n\n\n\n

So, what can be done for benefits equality? Benefits leaders are in a position to influence fertility coverage for expanded family building opportunities in the workplace\u2014for all<\/em>. For nearly a decade, Progyny has been partnering with benefits leaders to implement cycle-based, inclusive benefits that break down barriers and support all paths to parenthood, no matter who you are or how you choose to build your family.<\/p>\n\n\n\n

Here are just a couple of ways Progyny helps employers deliver a truly inclusive benefit for their employees in the LGBTQ+ community and beyond:<\/p>\n\n\n\n