How Companies Can Support Employees Dealing With Infertility

Jake Diner, Fertility Cloud CEO.

As our understanding of infertility expands, it has become more and more apparent that this issue, which affects approximately 17.5% of people globally, transcends the realm of personal health. It can impact the psychological well-being and job performance of the individuals affected. Consequently, a progressive business model can incorporate strategies that address the concerns of employees dealing with infertility.

Over the last three years as CEO of a fertility clinic, I’ve encountered thousands of patients who came to us without fertility insurance coverage. Those cases are not outliers, but a typical reality for many Americans.

Infertility is not just a medical condition, but a human experience with emotional, financial and often physical implications. It can lead to stress, anxiety and depression, all of which could ultimately affect productivity and engagement at work. Thus, creating a supportive and understanding environment can be beneficial for business leaders aiming for optimal performance and a happy workforce.

A crucial step toward creating this supportive environment is to introduce and implement workplace policies that can assist those grappling with infertility. Here are a few ways businesses can effectively provide support:

1. Insurance Coverage For Infertility Treatments

Infertility treatments, including in-vitro fertilization (IVF), intrauterine insemination (IUI) and medication, can be costly. Unfortunately, many insurance plans do not cover these treatments. By offering comprehensive health insurance that includes coverage for infertility treatments, businesses can alleviate a significant financial burden for their employees.

Here are my top two tips when selecting insurance coverage:

• Check the eligibility criteria for employees to access fertility coverage. Some insurance plans may have waiting periods, age limitations or specific medical requirements that must be met before an employee can qualify for coverage. Consider how these requirements align with the needs of the company’s workforce.

• Understand the preauthorization process and any required documentation for fertility treatments. This may involve obtaining a referral from a primary care physician, submitting medical records or meeting specific diagnostic criteria. Ensure that employees are aware of these requirements and understand the steps they need to take to access coverage.

2. Flexible Working Hours

Infertility treatments often require regular medical appointments, which can be hard to manage alongside a standard 9-to-5 job. Allowing flexible work hours or the option to work from home can help employees balance their professional responsibilities with their medical needs without undue stress. For example, at my company, we allow our employees to shift to working from home when they are going through time-consuming medical procedures (not just fertility treatments).

3. Paid Leave For Medical Procedures

In addition to flexibility, consider paid time off for medical procedures related to infertility treatments. This approach recognizes that the pursuit of starting a family is just as significant as other life events that necessitate leave.

4. Employee Assistance Programs (EAPs)

EAPs offer various services, including counseling and mental health support, which can be extremely helpful for employees dealing with the emotional strain of infertility. EAPs that provide access to therapists specializing in infertility issues can be particularly beneficial.

When establishing an EAP, here is where I suggest to start:

• Start by conducting a needs assessment to understand the level of interest and demand for fertility-related support among your employees. This can be done through surveys, focus groups or one-on-one discussions to gather insights into their needs, preferences and challenges related to fertility.

• Research EAP providers. Look for EAP providers that offer specialized fertility support services. Consider their experience in handling fertility-related issues, the range of services they offer and whether they align with the company’s values and goals. Check their reputation and customer reviews to ensure they provide quality services.

5. Education And Awareness Programs

Misconceptions and stigma often surround infertility, which can make those dealing with it feel isolated or misunderstood. Regular education and awareness programs can promote a supportive, empathetic and inclusive workplace culture. They can also help managers and co-workers understand the challenges faced by those struggling with infertility.

Creating education and awareness programs for fertility care involves addressing several important points of concern to ensure the program is effective and helpful to employees. Here are some of the main points of concern to consider:

• Ensure that the educational content is accurate, evidence-based and up to date. Provide comprehensive information about fertility, including the biology of reproduction, common fertility issues, fertility treatments, family planning options and factors that can impact fertility. Make sure to debunk any myths or misconceptions surrounding fertility.

• Focus on inclusivity and sensitivity. Design the program to be inclusive of diverse experiences and family structures. Be sensitive to the emotional and cultural aspects of fertility care. Recognize that fertility journeys can be challenging and emotionally charged, and strive to create a supportive and understanding environment.

• Present information in a clear and accessible manner. Use language that is easily understandable to all employees, regardless of their background or prior knowledge about fertility. Utilize various communication channels, such as workshops, webinars, written materials and online resources, to reach a wide audience.

By implementing such policies, businesses are not merely providing support to their employees but also investing in their workforce’s health and well-being. According to a study by FertilityIQ, companies that provide fertility benefits often have employees who stay longer. Moreover, businesses that offer fertility coverage are often seen as leaders in employee benefits and often attract top talent.

As business leaders, it is our responsibility to foster a culture of inclusion and support, and this can include addressing the often overlooked issue of infertility. Through implementing thoughtful policies and providing resources to those dealing with infertility, we can support employees in a challenging time and also help create a stronger, more empathetic and, ultimately, more productive work environment.

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