generalize. There is a misconception that young people don't need or want to talk about things like parenthood or family planning. The younger generation will make up the majority of our workforce by 2025, and research confirms that employees will consider changing jobs for better benefits. Tammy Sun, founder of global maternity and healthcare benefits provider Carrot, shares the importance of providing maternity benefits to all employees.
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When Tammy Sun wanted to consult a fertility specialist in 2015, she turned to Google. After hours of surfing the Internet, she finally settled on a clinic close to her home. That visit to the doctor revealed that she had low ovarian reserve, also known as low ovarian reserve.Decreased ovarian reserve. After many consultations, Sun decided to freeze her eggs, but access to treatment was not that simple.
Mr. Sun is 35 years old and works as a partner director in Evernote. When she asked her HR director about her health insurance, she learned that fertility treatments were not covered. "Even though the company tried very hard to help me, there was no solution," she said.
In the end, Sun underwent three cycles of egg freezing and paid more than $35,000 out of his own pocket.
“Surprisingly and disturbingly, fertility — which I consider to be a fundamental part of my life and my health care — is not a benefit I can earn through my job,” she said.
Sun knew she was not alone.One in eight heterosexual couplesExperiencing infertility in the United States. Globally, this figure is50000000.Beyond that, fertility is an issue that affects LGBTQ+ and single people.63% LGBTQ peoplePlanned Parenthood families expect to use assisted reproductive technology (ART), foster care, or adoption.more womenNow choose to freeze your eggs. Of those receiving fertility treatment, more than 80 percentLittle to no insurance.
The large gap in affordable family planning benefits for all prompted Ms. Sun to leave her corporate job in 2016 to find a solution that would help employees access affordable maternity care. A year later, Sun's idea was picked up by startup incubator Y-Combinator, and in 2018 he started his own company,carrot。
Today, Carrot is a global provider of reproductive healthcare and family formation benefits, serving employers and health plans in more than 120 countries. Companies use Carrot to customize health benefits to provide inclusive and affordable financial, medical and emotional support for employees seeking fertility services.
I spoke to The Sun to find out why maternity benefits are important in the workplace and what young people need to know about maternity benefits in the workplace.
Can you explain what "fertility benefits" really mean?
Employers have traditionally understood fertility through the concept of infertility, or the inability of heterosexual couples to conceive within a year. In this sense, "maternity benefits" are a new concept in the workplace.
Essentially, maternity benefits include a variety of treatments and services that are covered by the employer. Some of these services include infertility diagnostics, in vitro fertilization (IVF), egg freezing, sperm or egg donation, intrauterine insemination (IUI), and surrogacy services, among others.
How do maternity benefits help early career professionals or people just entering the workforce?
There is a misconception that young people don't need or want to talk about things like parenthood or family planning. By 2025, younger generations will make up the majority of our workforce. Arecent surveyOur survey at Carrot found that millennial and Gen Z workers value maternity benefits: 77% of respondents said they would stay at a company if it offered them, and a vast majority of them said they would even consider it Change jobs for better benefits.
Additionally, access to comprehensive employer-sponsored health benefits is an opportunity for those just starting their careers to learn about their own reproductive health, which is closely related to our overall health. For example, ourfertility hormonePlays an important role in regulating other health problems such asPolycystic Ovary Syndrome(polycystic ovary syndrome), menstrual irregularities, insulin resistance and diabetes. Fertility benefits, then, are not limited to conceiving or starting a family. It is as important and valuable as dental, vision or any other health insurance.
Another important aspect is inclusivity. Even if you don't receive maternity benefits yourself, policies that prioritize maternity care and family planning show that your company values inclusivity and equity, and more specifically, economic fairness. It's important to remember that many people around the world, especially in countries like the United States, rely on their employers to provide affordable health care. When a company creates powerful benefits that include everyone, it helps us all.
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Two things stand out to me: economic equity and inclusion. Let's take a look at them one by one. Can you explain how strong health benefits promote equity in organizations?
Compensation has two aspects: cash and benefits. We know from numerous studies that there is still a huge gender gap in pay, especially for women, people of color, and the LGBTQ+ community. When benefits, such as health insurance, are unfair and fail to meet the needs of minority groups, it places a disproportionate burden on these people, especially women, to pay out-of-pocket health costs—because fertility rates Treatment costs are not cheap.
We know that for most people, IVF remains a luxury. research shows80% of AmericansPeople undergoing fertility treatment have little to no insurance. In fact, in our ownstudyOnly 12 percent of the more than 1,000 respondents said they received maternity and family-building benefits from their employers.
This financial burden is an additional tax on women of color, LGBTQ+ and single people. That's why when employers create health policies for people, regardless of their age, race, gender, sexual orientation, or marital status, it promotes economic equity in the workplace.
Traditionally, our discussions about fertility have revolved around white, cisgender, heterosexual couples. What are we missing and how can we be more inclusive?
This is real. Historically, only a select group of wealthy white heterosexual couples have been able to afford fertility treatment. But maternity care and family affects everyone—regardless of gender, race, sexual orientation, and marital status—and everyone's needs are different.
Race is an important factor in health care.research showsHealth outcomes tend to be better when blacks receive care from black health care providers. At Carrot, we are aware of systemic inequities in access to healthcare and make sure we match individuals with the providers that are best for them.
Likewise, LGBTQ+ couples, single men and women have fertility needs, but those needs may not always be related to pregnancy. For example, surrogacy services and adoption are also part of people's need to have children and start a family, and are easily overlooked by employers.
It is important for organizations to take the time to understand these unique (and specific) needs in order to create inclusive and comprehensive health benefits. Doing so also creates a culture where people can advocate for themselves.
Even so, there's still a lot of stigma around talking about fertility in the workplace. This can be really hard when you're just starting out. What advice do you have for young people in this regard?
I want to start by debunking the stigma in HR. People often feel intimidated talking to HR, but in reality, it’s the HR leader’s job to deliver the best practices that employees find most useful. So please don't hesitate to raise your concerns and share your feedback or new ideas.
Now, if you'd like to talk about fertility issues, you can talk to your HR executive or manager. Start by asking what fertility benefits the company offers and whether they meet your needs. If they aren't covered -- and you're willing to disclose more information about your specific needs -- ask if specific treatments can be covered under your coverage.
That said, not everyone is the type to be willing to defend themselves. Frankly, we shouldn't be advocating these benefits as our basic rights. But voicing one's needs is a powerful act that can often have ripple effects throughout the rest of the organization, encouraging others to speak up and pushing senior leaders to change company policy.
Finally, remember that if you don't feel safe, you don't have to speak up on your own. If you are part of an Employee Resource Group (ERG), please share your thoughts with your colleagues and colleagues and see if anyone is interested in asking you questions. Senior employees on the team may have more leverage to drive conversations up the hierarchy. If you don't have an ERG in your organization, see if you can mobilize a small group of friends and colleagues who believe in your cause and bring the issue to HR.
Few things have as much impact on organizational decision-making as the voice of employees. Standing up for yourself can be a challenging journey, but the ultimate rewards can be life-changing.
Let's flip this scenario. How can a first-time or new manager create a more inclusive team culture and address fertility issues at work?
Managers must first make themselves aware of the benefits that the company offers its employees. Usually, it's easier to have these conversations if the company already has good health insurance (including maternity benefits), but this can vary greatly by company and the region in which it operates.
One of our earliest challenges was to adapt our products and services globally. We understand that successful integration requires an understanding of a region's people and culture. In Japan, for example, egg freezing is not an option as a treatment. It's not illegal, but it's culturally unacceptable for couples to seek reproductive health care. We must develop cultural competency, and so should leaders who raise this topic.
If your company does not have inclusive benefits, you may have the power and position to advocate for them. Knowing your region and organizational culture will help you measure this. Check out other organizations in your area that have strong health benefits, and if you feel empowered, tell your HR director or senior management about it. Emphasize the advantages of such a policy and its impact on employee retention and engagement.
Finally, lead with empathy. Whether you have fertility benefits or not, if someone on your team shares that they are in treatment, you can say, "Thank you for sharing this with me. What can I do to support you?"
Often, people may need flexible work arrangements, as ongoing treatment can mean morning doctor appointments, blood tests, and ultrasounds. You could try rescheduling morning meetings to engage with your direct reports in regular one-on-one meetings to discuss their priorities and workloads and encourage them to take time off when it helps. These small gestures go a long way toward inspiring trust and creating a culture of psychological safety for your team.
FAQs
Does your employer provide maternity and family planning benefits? ›
Essentially, fertility benefits include a wide range of treatments and services that are covered by your employer. Some of the services include infertility diagnosis, in-vitro fertilization (IVF), egg freezing, donor sperm or eggs, intrauterine insemination (IUI), and gestational carrier services, among others.
What are family planning benefits at work? ›Essentially, fertility benefits include a wide range of treatments and services that are covered by your employer. Some of the services include infertility diagnosis, in-vitro fertilization (IVF), egg freezing, donor sperm or eggs, intrauterine insemination (IUI), and gestational carrier services, among others.
Why should employers offer fertility coverage? ›The Benefits of Providing Fertility Benefits
53% stayed with their companies longer because receiving fertility benefits. 88% of women who had their IVF fully paid for by their employer returned back to work with their employer following their maternity leave.
Inclusive family benefits include donor-assisted reproduction, adoption, mental health services and emotional support for child loss. Often, medical plans do not cover family-forming services.
Does Amazon health insurance cover IVF? ›Amazon indicated that while the company doesn't have evidence of women taking warehouse jobs for IVF coverage, it encourages employees to use all available benefits. The company covers infertility treatment coverage and access to infertility treatment specialists for its workers.
What is employee benefit planning? ›Employee welfare plans or welfare benefit plans – These plans provide medical, health, and hospitalization benefits or income in the event of sickness, accident, or death.
What are the benefits of family planning according to who? ›Family planning allows people to attain their desired number of children, if any, and to determine the spacing of their pregnancies.
How do I ask my employer for fertility benefits? ›- Step 1: Know that your HR team wants to hear from you. ...
- Step 2: Gather your evidence. ...
- Step 3: Get specific about the support you want — but let your HR team know there are flexible options. ...
- Step 4: Consider finding allies.
When presenting your case to HR and/or the benefits team, talk in terms of where your current plan falls short. You can explain how adding a fertility benefit would improve your health and your work environment and how you feel it would fit with your company's values.
What percent of companies offer fertility benefits? ›According to a recent study by the International Foundation of Employee Benefit Plans (IFEBP), 40% of US organizations have included fertility benefits in their 2023 benefits packages.
What are family management benefits? ›
Family management decreases family stress and helps members be more organised in general. Less stress means more wellbeing and happiness in general.
What are extended family benefits? ›Extended family members, especially grandparents, can assist in passing on cultural teachings and traditions, including language. For example, grandparents can share stories, skills and teachings during their time with the grandchildren. This is also connected to the children's healthy self-esteem.
How long do you have to work at Amazon to get fertility benefits? ›Employees are eligible if they have one year of continuous service and are regularly scheduled to work at least 30 hours per week before their child arrives.
How much does Amazon pay for maternity leave? ›Pregnancy Leave (runs concurrently with state and federal leaves, as applicable) Amazon provides pregnant employees with the following: Paid Pregnancy Leave: Amazon will pay 100% of your salary for up to 14 weeks while you're on doctor-ordered short-term disability.
Does Target offer fertility benefits? ›Target provides financial assistance for surrogacy and adoption, managed by Progyny. Visit targetpayandbenefits.com and click on the Adoption/Surrogacy tile on the More Well-being Offerings page. To learn more about your benefits and get started, call your Progyny PCA at 833.281. 0070.
What are three types of employee benefits? ›Benefits are any perks offered to employees in addition to salary. The most common benefits are medical, disability, and life insurance; retirement benefits; paid time off; and fringe benefits.
What are the 3 types of family planning? ›Modern family planning methods are further categorised into three subgroups: short-term methods (the pill, condoms, the lactational amenorrhoea method (LAM), diaphragms, foaming tablets, jelly, and the emergency contraceptive pill), long term methods (injectables, implants and IUDs) and permanent methods (female and ...
What is an example of family planning? ›Family planning refers to use of modern contraceptives or natural techniques to limit or space pregnancies. Modern methods of contraception include the pill, female and male sterilization, IUD, injectables, implants, male and female condom, diaphragm, and emergency contraception.
Is family planning the same as birth control? ›Natural family planning may be an appealing birth control option if you can't or choose not to use other contraceptives. Natural family planning is a method of birth control that helps you predict when ovulation will happen — and when you need to avoid unprotected sex if you don't want to conceive a child.
Should I tell my boss I'm going through fertility treatments? ›As far as telling your boss? That's really up to you. “Patients should share their journey with their network, their friends and family, and coworkers if they can. They will likely be surprised not only by the support they receive but realizing they're not alone.
How do you tell a job offer you are pregnant? ›
Address the employer's concerns or play up your abilities. For instance, you might reply, “Yes, I'm pregnant. My due date is in August, so I'll be more than ready for the company's January rush.” Or, “I do have a child. I'm also very committed to my career.
Are fertility issues covered by insurance? ›California law currently requires insurance companies to offer fertility treatment, excluding in vitro, but it's up to the employer or group to decide whether that's included as a covered benefit.
How do I talk to my boss about fertility treatment? ›- Have a Plan in Place. Before you speak with your employer, develop a plan of treatment with your provider. ...
- Prep Your Presentation. ...
- Lead with the Positive. ...
- Be Straightforward. ...
- Loop Them In. ...
- Know Your Policy. ...
- Be Flexible. ...
- Keep the Communication Channels Open.
Because infertility has long been considered a women's health issue, insurance companies perceived it as a niche issue and denied coverage to those experiencing it. This is despite the fact that nearly half of all cases are due to “male factor infertility.”
Should you tell your employer you are trying to get pregnant? ›You should approach them in private and explain what is going on. You will probably be surprised at how supportive they are and that they are likely to feel flattered that you have taken them into their confidence with such a sensitive matter. You should go through the time commitments involved.
What state is best for infertility? ›RESOLVE: The National Infertility Association's Fertility Scorecard shows Connecticut, Illinois, Maryland, Massachusetts, New Jersey and Rhode Island are the best states for those seeking fertility treatments. Alaska, Mississippi and Wyoming ranked the worst, receiving an F grade.
Can you write off fertility expenses? ›To start, fertility treatments, including IUI, IVF, embryo/egg/sperm storage, lab fees, and any other medications and required procedures due to infertility are tax deductible. In that same vein, birth control, which many of us use at the outset of our IVF cycles, is also an expense that you are allowed to write off.
Do employers cover egg freezing? ›When it comes to fertility benefits, the larger the company, the more likely they are to have egg freezing coverage. A Mercer National Survey of Employer-Sponsored Health Plans found that 11% of companies with 500+ people and 19% of companies with 20,000+ employees offer an egg freezing benefit.
Why do people cut family ties? ›Research shows the most common reasons people cut ties with family include: Sexual, physical, or emotional abuse or neglect. Poor parenting. Betrayal.
What is family bonding time? ›What Is Family Bonding Time? Family bonding time is the quality time that you spend with your family, doing things that you love. It could include doing activities together, going on a picnic, watching a movie together, having meals together, helping each other out, playing a game, and much more.
What is family bonding? ›
What is family bonding? Family bonding happens when you take time to connect with your family members and improve your relationship. You can do this over family dinners, by making memories, or by learning something new together. Why is family bonding important?
How do employees without children benefit from family friendly policies? ›Family-friendly policies boost employee engagement via benefits that promote work-life balance and flexibility so that parents and carers can reconcile between work and their private life more easily. When they don't need to worry as much about their family life, they can be more focused on their job duties.
What are the benefits of parent and family engagement? ›In addition to avoiding health risk behaviors, family engagement can increase participation in positive health behaviors such as school-related physical activity13 and improved educational achievement, including increased attendance14 and higher grades and test scores.
What are the benefits of being a single-parent? ›Many single parents provide stable, loving environments and relationships for their children. Examples of how single-parent families can benefit children include: Solo parents may have more time to focus on their kids if they no longer need to spend time focusing on the needs of their spouse or partner.
What is the difference between family and extended family? ›Answer and Explanation:
The immediate family is generally encompasses the immediate individuals that make-up the family household. It may also include immediate blood relatives. The extended family includes family members that are beyond that, such as cousins, and relatives by marriage.
Extended families consist of several generations of people and can include biological parents and their children as well as in-laws, grandparents, aunts, uncles, and cousins.
How much does Amazon pay for IVF? ›A learning trainer at Amazon, Sebastian, like all Amazon's employees, immediately qualified for comprehensive health benefits on Day 1, and that included the cost for IVF treatment. The benefits allow for $15,000 in IVF coverage.
Do you get a raise at Amazon every year? ›The pay is good for a job that hires people left and right. There are raises very frequently and no matter how long you work for them you will get a pay raise which is great.
Does Amazon pay for FMLA? ›A.
Eligible employees may take up to 12 workweeks of unpaid, job-protected leave under the Family and Medical Leave Act ("FMLA") in a rolling 12-month period for specified family and medical reasons.
Family and Medical Leave Act
The FMLA provides all new parents, including fathers and adoptive parents, with 12 weeks of unpaid leave. The FMLA differs from a business' maternity leave policy, which is typically six to eight weeks and can be paid or unpaid.
How rare is paid maternity leave? ›
Is maternity leave paid in the U.S.? No, maternity leave is not typically paid in the U.S. Unfortunately, only 23% of those working in private industries have access to paid maternity leave in the United States. The FMLA only requires companies to offer 12 weeks of unpaid maternity leave.
How much maternity leave do most companies give? ›How much maternity leave do most companies give? Employees who qualify for the Family and Medical Leave Act (FMLA) may be eligible to receive up to 12 weeks of unpaid leave, but the average amount of maternity leave companies give in the U.S. is 29 days, which is just four weeks.
Does Walmart offer fertility benefits? ›What is the fertility benefit? Effective on November 1, 2022, Walmart launched a new Centers of Excellence (COE) program that provides services specific to fertility, including in vitro fertilization (IVF), intrauterine insemination (IUI), and egg/sperm freezing or cryopreservation.
Why should employers offer fertility benefits? ›By investing in fertility benefits, your company can reduce costs, maintain and expand your commitment to DEI, and win over top talent— even during uncertain times. Learn more about how to offer fertility benefits at your workplace.
Why would employers choose to provide health insurance to their employees? ›Insurance plans offer preventative care that can keep employees healthy and working. If employees don't get preventative care and yearly physicals (which they might not do if they don't have insurance), you could end up having more employees out for long periods of time with serious illnesses.
Why do insurance companies not cover infertility treatments? ›Because infertility has long been considered a women's health issue, insurance companies perceived it as a niche issue and denied coverage to those experiencing it. This is despite the fact that nearly half of all cases are due to “male factor infertility.”
Why should we care about infertility? ›Infertility has significant negative social impacts on the lives of infertile couples and particularly women, who frequently experience violence, divorce, social stigma, emotional stress, depression, anxiety and low self-esteem.
Should you tell your employer about IVF? ›It is important that you keep your employer informed about ongoing treatment for infertility and reasons for absence but this does not give your employer the right to ask intrusive questions. An understanding employer can make all the difference during fertility treatment.
Is $200 a month a lot for health insurance? ›According to ValuePenguin, the average health insurance premium for a 21-year-old was $200 per month. This is also an average for a Silver insurance plan -- below Gold and Platinum plans, but above Bronze plans. How does the breakdown of premiums by age look?
What is the main downside of employer provided health insurance? ›Cost is a major disadvantage of employer based health insurance. Every year, insurance companies bump up the price of group coverage. Businesses and employees both end up paying higher premiums and plan participants often accept higher deductibles to minimize their premiums.
Can you be denied fertility treatment? ›
Services may be withheld if a pregnancy entails risks to the mother or if there is a risk that diseases may be transmitted to the child through conception, which might jeopardise the life or health of the child.
Can I get disability for infertility? ›According to the United States Supreme Court case Bragdon v. Abbott, 524 U.S. 624 (1998), infertility is considered a major life activity and therefore is a disability under the ADA.
Why would insurance deny IVF? ›Infertility treatment, on the other hand, is typically not covered, regardless of whether it is iatrogenic or naturally occurring. One reason many insurance companies refuse to cover ART is that they are often viewed as elective procedures, not medically necessary ones.
What states have infertility mandates? ›The states that mandate private insurers to cover some form of fertility coverage are Arkansas, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Louisiana, Maine, Maryland, Massachusetts, Montana, New Hampshire, New Jersey, New York, Ohio, Rhode Island, Texas, Utah, and Virginia.
What are 4 causes for female infertility? ›What Causes Infertility? Problems with ovulation are the most common reasons for infertility in women. A woman's age, hormonal imbalances, weight, exposure to chemicals or radiation and cigarette smoking all have an impact on fertility.
What is the age limit for getting pregnant? ›A woman's peak reproductive years are between the late teens and late 20s. By age 30, fertility (the ability to get pregnant) starts to decline. This decline happens faster once you reach your mid-30s. By 45, fertility has declined so much that getting pregnant naturally is unlikely.
How much time should I take off work for IVF? ›Many fertility specialists recommend taking 1 or 2 days off from work for the egg retrieval procedure, and some doctors recommend taking a few days off after the embryo transfer as well.
Can you work full time while doing IVF? ›The vast majority of people undergoing fertility treatments like in vitro fertilization (IVF) can indeed work full-time. Many simply don't have the option not to. Between the cost of IVF itself and budgeting for a potential baby, you likely need to work during IVF.
How do I tell my boss I am going through IVF? ›For example: “I have some personal news I'd like to share: I'm undergoing fertility treatments. Right now, I wanted to let you know that I may need to book a few early-morning appointments, but otherwise, it's the status quo for me. I'm really enjoying my role and am looking forward to the next few months.