1) Know Your HR Team Wants to Hear From You
Open the conversation by acknowledging the hard work and dedication your HR team puts into supporting their employees. When presenting your case, underscore the potential advantages of offering fertility and family-building benefits, emphasize alignment with your company’s values, and touch on ways the existing plan may be falling short.2) Find Your Allies
There’s strength in numbers, so it can be helpful to identify potential supporters within your organization. Together, you can work to identify areas where you and others could benefit from more support as well as the ways your organization could benefit: improved retention, reduced stress levels, and potential for a more diverse talent pool. A comprehensive understanding of these advantages will bolster your proposal.3) Lead with Evidence
HR teams appreciate hard-hitting data. An elaborate presentation isn’t necessary, but sharing pertinent statistics can lend credibility to your request—and help your HR team make the case to the powers that be. The takeaway should be “our company can’t afford to overlook family-building benefits,” and here are powerful stats that support that message:- Nearly two-thirds of large employers have added, or are considering adding, family-building benefits in 2023
- 81% of women feel it’s important that an employer provides fertility benefits and support
- 68% of employees would switch jobs if family-building benefits were offered.
- 63% of LGBTQIA+ people expect to use fertility and family-building services to become parents
- 61% of employees who received family-building benefits felt more loyal to their employer
- Replacing a full-time employee can cost 6-9 months’ salary, on average.
