Here’s How To Ask Your HR Team for a Family-Building Benefit

One out of six people worldwide experience fertility challenges, so statistically, there’s a good chance employees at your company are navigating a family-building journey, or will be in the future. Despite the critical need for fertility and family-building benefits, they aren’t universal. But you have the power to change that within your organization. We can help you establish a strategic approach—and draft the email to send to your HR team.  Here are four key tips that can help you prepare for the much-needed conversation, requesting inclusive fertility and family-building benefits for your organization.

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.

4) Offer to Help with Next Steps 

Demonstrate your commitment to the cause by offering your assistance in organizing, supporting, or implementing the initiative. Whether you’re identifying other interested parties within the organization, collaborating with HR to develop a roadmap, or exploring potential partnerships with healthcare providers, your willingness to be part of the solution can contribute to the likelihood of success for your proposal and leave a lasting impression on your HR team.  Now that you’re equipped with the tips to help you navigate the benefits conversation with your HR team, it’s time to send them an email—which we’ve already drafted to make things easier.  Ready? Copy, paste, add your organization’s name throughout, then press send!

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