This article, which appears in the Second Quarter 2022 issue of Benefits Quarterly, discusses family-building programs that can encompass in vitro fertilization, fertility preservation and egg freezing as well as gestational surrogacy and adoption support.

The article covers:

• A framework for evaluating whether benefits are inclusive, including five key questions employers should ask themselves
• Factors driving the need for family-building benefits
• Costs associated with family-building benefits
• Why not offering family-building benefits often leads to higher costs and poorer outcomes
• How to design an inclusive benefits program
• The role of family-building benefits in a larger family-friendly benefits strategy

An inclusive health benefits strategy

Family-building programs help millennials, who are waiting longer than previous generations to start families. They’re also a welcome benefit for single employees, LGBTQ+ employees and those who had serious health conditions that affected their fertility.

Aspects of a comprehensive family-building program

A comprehensive family-building program might include these elements:

• Fertility support
• Scheduling flexibility
• Maternal health programs
• Parental and caregiving leave
• Adoption resources
• Childcare support

A comprehensive, family-building benefits package that includes a managed fertility benefit can reduce an employer’s healthcare costs and improve outcomes.

Key takeaways

Family-building benefits address the needs of an evolving workforce and are less costly than many plan sponsors imagine. They also help organizations achieve their DEI goals.