Offering staff a well-thought-out benefits package is an important way your leadership team can show they care about the well-being of their most valuable assets – the people who make up their organization. Health and other benefits are great ways to recruit and retain valuable talent, and it’s imperative that they serve ALL staff members, regardless of their gender or sexual orientation. Standard benefits packages are often designed to serve the “default” cis-hetero ideal, and even the most well-intentioned organizations may neglect to assess whether their benefits packages are equitable and inclusive for LGBTQ+ staff members or LGBTQ+ dependents who often have vastly different experiences navigating the healthcare system than their heterosexual, cis-gendered counterparts.
18% of non-profit sector employees surveyed in Edgility’s Talent Equity Assessment have self-identified as members of the LGBTQ+ community. An additional 16% selected “Prefer not to self-identify” when asked about their sexual orientation or gender. While it is encouraging to see that a sizable amount of people feel comfortable freely expressing their gender or sexual identity, it’s important to note the large percentage of respondents who did not. Although the world is becoming more accepting of individuals in this community, it is likely that at least some of the individuals who declined to share their identity may be a part of the LGBTQ+ community but feel uncomfortable bringing their full selves to work.
Up to 34% of non-profit employees may identify as part of the LGBTQ+ community, and according to a research study by LinkedIn, 49% of LGBTQ+ professionals will not work at a company that does not have LGBTQ+-friendly benefits. How many potential rockstar employees might an organization be alienating by neglecting to consider the needs of the LGBTQ+ community in their benefits packages?
So, how can you make sure your benefits match your organization’s current or potential LGBTQ+ staff members’ needs? Considering the unique struggles faced by the community is a good place to start. The following features will help make your benefits package more inclusive and equitable for LGBTQ+ staff members or dependents.
First and foremost, it is vital that all benefits documents use gender-inclusive pronouns. These documents are often the first exposure current or potential staff members have to your organization’s benefits packages. Start off on the right foot by making it clear that benefits apply to everyone, regardless of gender or sexual orientation.
Second, be very intentional about the designing of your benefits packages and carefully selecting the right providers. Many nonprofits use PEOs or other types of benefits administrators, so we recommend looking for administrators or providers who focus specifically on diversity, equity, and inclusion. They will understand the nuances of your mission and be able to guide you through making the best benefits decisions for ALL staff members.
Third, always remember the goal. Your target should not be to provide the bare minimum to as many employees as possible. Instead, it should be to wrap every staff member in a ‘warm blanket’ of support and inclusion regardless of their background.
Fourth, be proactive. Stay caught up with the news, and never stop seeking information about how to make your benefits packages more inclusive and equitable for your LGBTQ+ staff members. Attend seminars and continuously read up on the latest benefits trends. Hint: Platforms like Out and Equal have fantastic resources that can help you get started. Not only will this help ensure that your LGBTQ+ staff members feel valued and supported by their workplace, but it will also help your organization stay competitive when trying to hire top talent.
Fifth, be helpful. Healthcare benefits can be difficult to understand, particularly in the US. Navigating the healthcare system is no walk in the park, especially when you’re a member of a stigmatized community who may experience discrimination from doctors or other medical professionals. Providing specialized benefits guides for LGBTQ+ staff members or LGBTQ+ dependents can help minimize the disproportionate burden those individuals have to face simply for living their lives authentically. Provide as many resources as possible and make time to answer the questions and concerns of your staff members so everyone has access to what they need.
According to the U.S. Chamber of Commerce, “more than 44 million Americans quit their jobs in 2023, and 3.4 million quit in January 2024 alone.” These staggering statistics should put retention at the forefront of all strategic conversations for organizations in the nonprofit sector and beyond. So how can you keep your team engaged and loyal? Edgility’s annual Benefits Survey uncovered a few trends in the nonprofit sector that organizations should take into consideration when planning their hiring and retention plan for the coming year.
Additionally, you shouldn’t just take our word for it. Survey your staff to understand their feelings around the benefits you offer! At Edgility, our Talent Equity Assessment survey asks questions across the talent life cycle. It asks not only if staff are using the benefits they are offered, but also if they understand how to access them, if they feel their organization’s benefits are fair and appropriate and if their benefits package is a reason they may consider looking for new job opportunities. We’ll then provide your organization with an extensive report giving you critical insight into how equitably your talent practices support the growth and retention of staff from all backgrounds and offer actionable insights and suggestions to address any gaps the survey uncovers.
When leaders put in the care and effort to learn about the issues facing their diverse staff members, they can start achieving equity. By intentionally providing benefits packages that take everyone’s needs into account, organizations can make their work environment a safe and fair place for all.