Five ways employers can improve extended health care benefits for transgender and non-ninary employees
In today's rapidly evolving society, inclusivity and diversity are vital for fostering an environment that supports all individuals. This includes recognizing and addressing the unique healthcare needs of transgender and non-binary employees. While extended health care benefits play a crucial role in ensuring employee wellbeing, they may not always be inclusive or fully cater to the specific needs of transgender and non-binary individuals. In this blog, we will explore ways to make extended health care benefits more inclusive by providing five (5) practical steps employers can take to support their transgender and non-binary workforce. Your organization can contribute meaningfully to a workplace that values and embraces diversity of its employees, while making a positive impact on their overall wellbeing and job satisfaction.
1. Comprehensive Coverage
Transgender and non-binary individuals may require gender-affirming procedures to align their physical characteristics with their gender identity. Some of these are covered by provincial health care and others are not. Typically, the cost of major upper and lower surgeries are covered by most provinces. However, not all provinces have specialists who can undertake every surgery, especially lower ones. As such, transgender and non-binary people may need to travel out of province to British Columbia or Quebec to get the care they need, which they usually pay out of pocket. Employees who cover travel recognize this additional barrier to necessary care.
To foster inclusivity, employers can ensure their extended health care benefits cover the existing gap in care. More third-party insurance providers are offering gender-affirming benefits packages, especially when employers advocate for them. Sometimes these benefits can be added for little or no additional cost to the employer. This coverage should encompass hormone replacement therapy, laser hair removal, facial feminization, counseling, and post-operative care. By offering comprehensive coverage, employers demonstrate their commitment to the wellbeing of transgender and non-binary employees and facilitate access to essential gender-affirming care.
2. Mental Health Support
The mental health of transgender and non-binary individuals is crucial, as they often face unique challenges and discrimination. Extended health care benefits should include coverage for mental health services, including therapy, counseling, and support groups. Employers can partner with mental health professionals experienced in gender diversity to ensure their employees have access to appropriate and knowledgeable care. Promoting regular mental health check-ups and providing resources to assist employees in finding inclusive and supportive therapists or counselors can make a significant difference in the wellbeing of transgender and non-binary employees.
“Access to adequate, timely, and affordable gender-affirming health care is the critical missing link in transgender and non-binary employee wellbeing.”
3. Culturally-Competent Healthcare Providers
To ensure the highest quality of care, employers should work with insurance providers to include a diverse network of culturally-competent healthcare providers. It is essential that transgender and non-binary employees have access to medical professionals who are knowledgeable about gender diversity and affirming in their practices. Insurance plans should cover visits to gender-specialized healthcare providers who have experience in transgender health and can address the specific needs and concerns of transgender and non-binary individuals. Employers can encourage employees to provide feedback on their experiences with healthcare providers, ensuring the network remains inclusive and supportive.
4. Low-barrier Access
Extended health care benefits should be as low barrier as possible. An example of an existing barrier is that some insurance providers require a diagnosis of “gender dysphoria” to access gender-affirming benefits, including mental health support. However, this diagnosis entails a lengthy and costly effort that some transgender and non-binary people do not have access to. This inadvertently exacerbates existing health needs, especially mental health. As much as possible, employers should advocate with their insurance providers to remove requirements, including diagnoses, to access gender-affirming care.
5. Revise forms
Work with insurance providers to revise insurance forms to be more considerate and inclusive of transgender and non-binary employees. This includes removing the collection of sex or gender and adding a second first name field for chosen names and optional field for pronouns. This will ensure an improved experience and avoid employers from being criticized and questioned for forms that are not their own.
If you need support with creating and introducing inclusive forms in your organization, we are happy to help during our strategy session(s). Book a 1/2-hour consult to get more details.