Authors: Jana Bixby Mandie Conover Morse
By providing global family-building benefits, employers demonstrate their commitment to diversity, equity and inclusion (DEI) among their most valuable asset, their people. Building a family and building a career often go together. Globally, people are living longer and starting families later. The global average life expectancy increased in 2022 to 71.7 years average for both sexes, compared to 46.5 years in 1950, according to the United Nations Population Division.1 Though the average age at which women have their first child is 28 years, some women have their first child in their forties. This intersection of developing careers and families has created an opportunity for employers to make an impactful show of support and value for their employees with their global benefits program. While family-building can take different forms for each employee, the impact on the workforce is undeniable.
Family-building benefits represent a fundamental part of a global total rewards strategy designed to meet employees where they are and support them along their journeys. Employees' needs span generations and socioeconomic backgrounds, as well as societal and political pressures. Employers must understand and address these needs to attract and retain talent, thereby creating a positive experience for both the employee and the organization.
- 70% of millennials would be willing to change jobs to access fertility benefits.
- 46% of Gen Z and 35% of millennials report reproductive and family health benefits influence their decision to stay at their jobs or leave.
- 97% of employers report that the addition of infertility coverage has not negatively impacted their medical plan costs.
Such data demonstrates the high value employees place on these benefits and their potential influence on talent attraction and retention, as well as their cost effectiveness for employers across countries.
The evolution of workplace benefits
Historically, employers used employee benefits to keep workers engaged and to encourage loyalty. Expanding conventional insured products, perks and fringe benefits allows global employers to deliver on the needs of their multicultural and globally dispersed employees. Employers have the opportunity, through intentional benefit plan design, to showcase their core values through their benefit offerings:
- Health — screenings, fitness memberships
- Finances — financial education, education loans, tuition reimbursements, vouchers
- Mental health — Employee Assistance Programs (EAPs)
- Environment — biking programs
Though workplace benefit options continue to evolve, a mindset still exists that looks the other way as benefits relate to life's stages and their impact on the workplace. By not acknowledging the importance of family-building and the need for family-friendly policies and benefits, employers risk increased workforce stress, burnout, voluntary turnover, increased medical premiums and decreased productivity.
Alternatively, organizations that prioritize the diverse needs of their employees foster a culture that enables and values work-life integration and an inclusive work environment.
Beyond assisted reproduction
Exactly what are family-building benefits and how do they serve employees who aren't trying to grow their families?
Traditionally, family-building benefits have been associated with assisted reproduction, which involves medical procedures such as intrauterine insemination (IUI) and in-vitro fertilization (IVF) to help achieve pregnancy. Assisted reproduction can be vital to the process of family-building; however, family-building goes beyond assisted reproduction and even reproduction itself. It includes support in a myriad of ways:
- Fertility preservation
- Preconception and pregnancy care coordination
- Adoption
- Post-partum care, return to work, breastfeeding
- Childcare
- More complex assisted reproduction methods such as egg/sperm donation and surrogacy
- Post-reproductive health support (menopause, andropause, hormone changes)
With some exceptions, family-building benefits are available globally and, unlike health care plans, don't require a specific diagnosis to access support. Comprehensive plans offer specialized guidance according to each member's unique situation, as opposed to a pre-determined clinical path. In addition to the aforementioned areas of support, members can engage professionals with expertise in LGBTQIA+ issues, gender-affirming care, menopause and andropause. The support isn't limited to employees; by engaging the services of a family-building benefits vendor, the organization's leadership and HR can avail themselves of support — including training, reporting and recommendations — to help them effectively support employees.
Navigating the complexities of family-building benefits on a global scale
Family-building not only looks different for every family, but it also looks different for every country. Global employers must comply with local laws and regulations, respectfully observe cultural norms and manage their bottom line.
Some countries may have coverage for family-building as part of the statutory healthcare and social security systems, local supplemental health coverage or a combination thereof, while others don't legally permit aspects of it. This inconsistency lends itself to inequity in access to care. Global employers must work to bridge these gaps with benefits that are equitable and inclusive.
