How HR can support LGBTQ+ couples with family building

As we approach the end of 2020, it's clear that supporting diversity and inclusion in the workplace extends beyond hiring practices and office culture. HR professionals are increasingly recognising the need to support LGBTQ+ employees in all aspects of their lives, including family building. This article explores how HR can provide meaningful support to LGBTQ+ couples as they navigate the complex journey of starting or expanding their families.

Understanding the Unique Challenges

LGBTQ+ couples often face additional hurdles when building their families compared to their heterosexual counterparts.

Complex Planning Process

Family building for LGBTQ+ couples typically involves extensive planning, including medical interventions, legal procedures, and financial considerations. HR professionals should be aware that this process can be emotionally taxing and time-consuming for employees.

Financial Burdens

The costs associated with family building for LGBTQ+ couples can be substantial. For instance, private IVF cycles can cost around £5,000 each, with success rates varying significantly. These financial pressures can impact an employee's work-life balance and overall well-being.

Developing Inclusive Policies

To support LGBTQ+ employees in their family-building journey, HR departments should focus on creating and implementing inclusive policies.

Comprehensive Fertility Benefits

Consider offering fertility benefits that cover a range of family-building options, including IVF, surrogacy, and adoption. This support can make a significant difference for LGBTQ+ employees facing high costs associated with these processes.

Flexible Leave Policies

Implement flexible leave policies that accommodate the unique needs of LGBTQ+ employees during their family-building journey. This may include time off for medical appointments, adoption proceedings, or surrogacy arrangements.

Fostering an Inclusive Culture

Beyond policies, HR can play a crucial role in creating a supportive workplace culture for LGBTQ+ employees building families.

Education and Awareness

Provide training for managers and colleagues to increase understanding of the diverse ways families are formed. This can help create a more empathetic and supportive work environment.

Support Networks

Encourage the creation of LGBTQ+ employee resource groups or partner with external organisations that support LGBTQ+ families. These networks can provide valuable peer support and resources.

Personalised Support

Recognise that each LGBTQ+ couple's journey to parenthood is unique and may require individualised support.

Confidential Counselling

Offer access to confidential counselling services that can provide emotional support during what can be a challenging and emotional process.

Tailored Benefits

Work with employees to understand their specific needs and, where possible, tailor benefits packages to support their individual family-building journeys.

Ensuring Equality of Outcome

When designing policies and support systems, HR should aim for equality of outcome rather than simply offering the same benefits to all employees.

Targeted Support

Consider the specific challenges faced by LGBTQ+ employees and design policies that address these unique needs. For example, offering additional financial support for fertility treatments or adoption processes that are not typically covered by standard health insurance.

Inclusive Language

Review all HR documents and communications to ensure they use inclusive language that recognises diverse family structures. This includes parental leave policies, benefits descriptions, and employee handbooks.

Conclusion

Supporting LGBTQ+ couples in their family-building journey is not just about compliance or ticking boxes. It's about creating a truly inclusive workplace where all employees feel valued and supported in all aspects of their lives. By implementing comprehensive policies, fostering an inclusive culture, and providing personalised support, HR can play a crucial role in helping LGBTQ+ employees navigate the complex path to parenthood.

As we move into 2021, let's commit to making our workplaces more supportive and inclusive for all families, regardless of how they are formed. This approach not only benefits LGBTQ+ employees but also contributes to a more diverse, loyal, and productive workforce overall.