<img height="1" width="1" src="https://www.facebook.com/tr?id=765055043683327&amp;ev=PageView &amp;noscript=1">
Free HR & Benefits resources

Practical Issues to Consider in Expanding Benefits Coverage to Transgender Employees

David Rook

Best-in-class employee benefits evolve with the times and our changing values. We saw marriage equality granted to all people in this country after Obergefell v. Hodges, opening employee benefits to many additional spouses and families. Now, we’re seeing more and more employers (including Fortune 100 and 500 companies) embrace transgender-inclusive health insurance plans as gender identity awareness improves. However, medical professionals have been stressing the importance of transgender health for years.

In 2008, the American Medical Association (AMA) first voiced its concerns for the discrimination of transgender individuals when it published a guidance supporting “public and private health insurance coverage for treatment of gender dysphoria as recommended by the patient's physician.” (This policy was updated in 2016).

In order to truly be an equal opportunity employer, you should have at least one transgender-inclusive health insurance plan in your employee benefits package. It’s not as complicated or expensive as it may sound. In fact, right here in our home state of Arizona, there are quite a few employers already offering such benefits.

Here are some practical issues you should consider when expanding your employee benefits to make sure they include transgender employees and how doing so could help you recruit and retain the workforce of the future — namely, millennials and generation Z, who see inclusivity as an important attribute of prospective employers.

Read More
Topics: Employee Benefits, Affordable Care Act, Company Culture, ACA, Recruiting, Retention, Plan Design, employee culture, Arizona, employers, PPACA, Culture, LGBTQ

Related posts

How to Create an Employee Benefits Package for Generation Z

Jeff Griffin

With baby boomers starting to retire, millennials have become the largest portion of today’s workforce. For years now, employers have been asking themselves how they can attract and retain this elusive generation — crafting tailored employee benefits packages — and just when they think they’ve got the hang of it, Generation Z pops up.

Gen Z is also known as the post-millennials, the digital generation, and the iGeneration, but regardless of what you call them, they’re beginning to enter the workforce. Though they may be dreading the prospect, it’s already time for HR Directors to start thinking about what kind of employee benefits package will recruit a whole new generation.

Who are Generation Z?

The boomer generation is the only one with agreed upon dates recognized by the census bureau (1946 through 1964), but the media has spent plenty of time defining (and debating) the others. For the most part, people agree that Gen Z begins sometime between 1997 and 2001.

Some make the case for defining this generation as starting on September 11, 2001, in recognition of the historical event on that day which changed every facet of American life, including the way we raise our children. Without a doubt, Gen Z is being raised with an entirely different perspective on life than those who came before them.

Read More
Topics: Employee Benefits, Recruiting, Retention, generation z

Related posts

Employee Benefits to Recruit and Retain a Native American Workforce

David Rook

Do a Google search for recruitment and retention strategies for the Native American workforce, and you'll quickly find your research comes up short. Making up less than two percent of the workforce, this overlooked demographic suffers from unemployment rates double that of national averages.

According to U.S. News and World Report, their labor force participation rate is 61.6 percent, the lowest for all race groups. However, the reality is that Native Americans not only provide a larger workforce pool in the areas where populations are concentrated, but they bring a unique diversity unparalleled by any other group.

Many have learned to balance their tribal world with American culture. Those seeking higher education are often first in their family to do so, displaying a determination and work ethnic that would be an asset to any organization.

How can you successfully recruit and retain top Native American candidates? Below are three important employee benefit considerations for the Native American workforce.

Read More
Topics: segmentation, Recruiting, Retention, Multi-Cultural

Related posts

Research Shows U.S. Employee Benefits Lag Behind European Countries

David Rook

Yes, this is the land of opportunity. However, a recent report from research firm Glassdoor found that employee benefits for Americans lag far behind their European counterparts. Researchers compared paid paternity and maternity leave, general paternal leave, paid holidays, paid sick leave, and unemployment benefits across 14 countries. While countries like Sweden, Finland, France, and the UK took the prize in numerous categories, the U.S. failed to shine in any of the areas analyzed.

Why should we care how U.S. employee benefits compare to other countries? It's doubtful your employees will move to another country just to get more paid time off. However, this trend is significant for U.S. companies looking to retain their talent. Here's why.

Read More
Topics: Employee Benefits, millennials, Retention

Related posts

Subscribe for New Blog Post Notifications

Most Read

Posts by Topic

Expand all
Free_White_Paper_Employee_Benefits_Branding
Free_White_Paper_Private_Exchange_Employee_Benefits
Free_White_Paper_Employee_Benefits_Branding
Free_White_Paper_Employee_Benefits_Hospitality
Free_White_Paper_Improving_Employee_Benefits_Communications
Free_White_Paper_Employee_Benefits_Construction
Free_White_Paper_Employee_Benefits_Branding