When I was job searching, my top considerations used to be time-off, salary, health benefits and remote/onsite/hybrid requirements. Going through my journey highlighted the importance of focusing on fertility treatment benefits included in our health plans.
In the initial two weeks, during boot camp and orientation, the company benefits were briefly mentioned. I noted this information in the back of my mind and bookmarked every related page I could. However, given the role and the number of resources I need to save, I legitimately have no idea where I saved these things in my “drinking from the fire hose” era.
Two years later, as my husband and I began exploring ways to start our family, I recalled these benefits but had no idea where to start. Further complicating matters, I had re-downloaded my browser and all my bookmarks were lost. Faced with the need to unearth this information, I found numerous barriers to finding the information.
If companies really want to make this process more accessible for their employees, please consider the following:
Appoint a Specialist: Designate an internal employee who is an expert on the fertility benefit program. While third-party providers are useful for outsourcing complex services, it is very frustrating trying to contact people outside of the company for every, single answer. Much of the fertility is time sensitive and having a knowledgeable in-house specialist can streamline communication and provide timely assistance.
Establish a Dedicated Communication Channel: Create a forum or channel specifically for discussing these benefits. This allows employees to share their experiences, highlight unexpected issues, and sets realistic timelines. For instance, while some benefits may be available from day one, approval for resource payment by the third-party might take 2-3 weeks. Understanding these details can be crucial for timing out treatment.
Personalize the experience: When reaching out for help, having to email three departments, look out for a carrier pigeon and send up a flare can be extremely intimidating and overwhelming to manage. Although it is helpful to store all relevant content in a document with accessible links, there is often missing context. A quick Zoom chat goes a long way in reassuring employees there are truly advocates within the company to help them.
In a world where companies are global and so many employees may not be “down the hall” from Human Resources/Business Partners, communication is different. As a pro, being behind a screen allows you to ask difficult questions and address sensitive topics without the immediate personal repercussions that face-to-face conversations might entail. On the other hand, it can feel especially isolating to navigate the complexities of the fertility journey.
What else would do you think would be helpful from employers?