Customized fertility-building benefits are key to maintaining your competitive edge
With open enrollment around the corner, it’s time to evaluate your organization’s family-building benefit strategy. These benefits are no longer just a cool workplace perk, they’re necessary to support your workforce, set your organization apart from the competition, and improve your bottom line.
- 81% of women feel it’s important an employer provides family-building benefits and support.
- 68% of employees would switch jobs if family-building benefits were offered.
- 61% of employees who received family-building benefits felt more loyal and committed to their employer.
- Replacing a full-time employee can cost 6-9 months’ salary, on average.
Organizations are responding to the growing demand for family-building benefits in record numbers, with nearly two-thirds of large employers adding—or considering adding—these benefits in 2023. That means it’s more important than ever for your organization to offer a competitive solution.
As you’re evaluating your organization’s family-building benefit strategy this open enrollment season, it’s critical to ensure your solution is comprehensive, inclusive, and fits the needs of your organization and your employees.
Support all paths to parenthood
Fertility challenges aren’t limited to women; even organizations with a large proportion of male workers will need to support treatments and services for both men and women. Fertility preservation, specifically egg freezing, is often a desired benefit among younger female employees who want to focus on their careers while planning for their future family. However, fertility preservation can also be beneficial for those who wish to freeze their eggs or sperm before undergoing cancer treatments or gender-affirmation surgery, giving them the opportunity to have biological children down the road. WIN’s flexibility allows organizations to evaluate the needs of their entire employee population and customize their family-building program offerings accordingly.
Additionally, LGBTQIA+ employees have specific family-building needs that may not be met by a traditional benefit. Eligibility standards for fertility treatment often require a diagnosis of infertility, which single females or same-sex female couples cannot meet without paying out of pocket for intrauterine insemination using donor sperm for 6 months to 1 year. The cost involved in seeking a diagnosis of infertility this way can be prohibitive and does not apply to opposite-sex couples, creating a discouraging imbalance for LGBTQIA+ employees. By waiving the requirement for a diagnosis of infertility, all employees seeking to build their family can have a more equitable experience. WIN’s benefits are designed with an inclusive definition of infertility in mind, allowing a wider array of employees to access the treatments they need to become parents.
Maximize utilization with a customized solution
Going beyond coverage of fertility treatment and fertility preservation, WIN offers valuable add-ons to help you customize a family-building solution to fit the needs of all employees, even as those needs evolve throughout their journey. WIN’s customizable benefits include resources for preconception through return-to-work, end-to-end support for adoption and surrogacy, a clinical advocacy program tailored to men on their family building journey—WIN for HIM. Beyond family-building add-ons, WIN offers a comprehensive menopause solution for women seeking expert, 1:1 guidance through this complex, yet universal, stage of life—during which, 99% of women say symptoms negatively impact their career.
Nontraditional paths to parenthood can involve many twists and turns, which can increase stress and have a negative impact on employee wellbeing and performance. For more serious mental health concerns, the expert guidance of WIN’s Reproductive Behavioral Health Care Advocates allows members to develop healthy coping strategies through evidence-based techniques that can improve their mental wellbeing. Providing specialized family-building resources gives employees the tools they need to better navigate the process and manage the stressors that may turn up along the way, which can convert to improved employee engagement and productivity. Ultimately, being able to offer a wide range of family-building resources helps your employees access the support they need, while helping you build a better workplace.
Achieve superior outcomes at lower costs
A managed family-building benefit results in cost savings for both employer and employees, resulting in a 400%+ ROI. WIN’s Nurse Care Advocates play a critical role in lowering costs by helping employees navigate the most appropriate and effective treatment—guiding them to a healthy, singleton birth. Many people may not be aware of the risks and costs associated with a multiple pregnancy, even that of twins.
- More than 20% of twins require a stay in the Neonatal Intensive Care Unit (NICU), costing $50,000 on average.
- Multiples are more likely to suffer from birth defects that require extensive, lifelong treatment, such as spina bifida, cerebral palsy, and heart defects.
WIN’s clinically driven approach is proven to support superior outcomes, decrease multiple births, and increase cost savings for employers.
Start customizing your company’s family-building benefits today by connecting with us at email@example.com. Our team of experts can tailor a family-building benefit program to your organization’s needs, while helping your employees build the families want in a cost-effective way.