The LGBTQ+ community celebrated a major civil rights milestone in 2020 when the U.S. Supreme Court ruled that workers can’t be fired for their sexual orientation or gender identity. Fast-forward three years, and we see this milestone being eroded with over 100 anti-LGBTQ+ bills introduced across the country – including seven in Oregon. Want to stand up for your LGBTQ+ employees? Whether you’re a large or small tech company, one place you can start is by looking at your health care offerings.
Why is LGBTQ+-inclusive health care important?
According to a 2021 Gallup poll, around 7% of adults in the U.S. identify as LGBTQ+, but not all LGBTQ+ employees are out at work. This is due to a number of reasons, ranging from personal choice to unsupportive or unsafe workplace environments.
In environments that are supportive of LGBTQ+ employees, some of the more common inclusive practices include ERGs (Employee Resource Groups), training, gender-neutral parental leave (as opposed to maternity leave), non-discrimination policies, and more recently the usage of pronouns in email signatures and Zoom names.
But these aspects of workplace culture aren’t the only factors queer and trans individuals take into consideration when job seeking.
Lack of access to gender affirming care, especially for trans and nonbinary individuals, can be a barrier to showing up as their most authentic selves at work.
In a 2017 Fast Company interview with PDXWIT board member Michaela Demeter, she recounts what it felt like to be able to come out as trans to her team. Spending years juggling multiple lives came with a cost to her mental and emotional wellbeing, a burden that was eased when she was finally able to show up as her whole self.
It also meant that she could better show up for her team as a healthier, happier, and more productive teammate. This transformation was possible because of the workplace culture her employer, Intel, had cultivated. They went beyond ERGs and Pride logos, making material changes to company policies as well as rolling out trans-inclusive health care.
What does this mean for my company?
Given the challenges of finding a health care provider who specializes in LGBTQ+ health, it’s not uncommon for those who identify as LGBTQ+ to not take full advantage of their employers’ “one-size-fits-all'' health care benefits.
As inclusive health care continues to catch on, companies who don’t make the investment risk losing employees to those who do. Health care benefit options can also play a role in whether someone applies for a position or accepts a job offer, meaning companies risk losing out on a large and diverse talent pool.
Happy, healthy, and resilient employees don’t exist in a vacuum; they are the product of equitable, inclusive, and supportive workplace environments. While we still have a long way to go in supporting LGBTQ+ employees, Portland tech companies large and small have been embracing inclusive health care.
On the PDXWIT job board, we help our community make informed decisions about where they want to work. One of the badges we use highlights companies that offer trans health care that meets World Professional Association for Transgender Health (WPATH) Guidelines. Need help finding healthcare solutions? Plume and Included Health are two great options to consider.
We believe the tech workplace can and should be a place where people can thrive. By making an investment in LGBTQ+-inclusive health care, your company will send a strong message of its commitment to social responsibility.
