For the first time ever, a majority of U.S. Fortune 500 companies are offering benefits to same-sex domestic partners. Offering these types of benefits is proving to be good for business. Here are a few reasons why:
1. A majority of the country's top companies are doing it.
• According to the Human Rights Campaign's report entitled "The State of the Workplace for Gay, Lesbian, Bisexual and Transgender Americans," 51% of America's top companies have expanded benefits to domestic partners.
• 86% of the Fortune 500 companies include sexual orientation in their nondiscrimination policies. That's 10 times more than just five years ago!
• More of the country's best companies are treating their GLBT workers, clients, and investors better. According to the HRC's comprehensive Corporate Equality Index, which rates companies on a scale of 0–100, 138 companies received the top score. Again, that's more than ever before.
2. The increase in cost is quite minimal.
• A common argument that employers raise against providing these benefits is increased cost. They fear that they will be providing benefits for many more people than they currently do. Or that the costs of covering domestic partners will be more than spousal coverage.
• Most companies see an increase in enrollment of less than 1%.
• Same-sex partners tend to be employed themselves. So, many simply keep benefits through their current employers.
• Worries that same-sex partner coverage will cost more have been proven unfounded. Studies have shown that the cost of covering a domestic partner is equal to that of covering a spouse.
3. Companies have the ability to employ the best and the brightest.
• The costs can be balanced by increases in attracting and retaining good employees. In turn, these employees tell their friends about their experiences and the good news is spread.
• There's a reason the HRC provides a database of employers that offer these benefits—GLBT employee prospects are looking for them. Despite the fact that GLBT employees are taxed on these benefits as if they were income, it is still viewed as an edge for the companies that offer them. Adopting domestic partner benefits is a valuable practice organizations can employ in the struggle to attract top talent.
• Offering more benefits can boost staff morale and job satisfaction among many groups of employees. Workers see that the company is willing to take care of its employees' needs. This promotes a companywide message of respect and inclusion that reaches even clients and investors.
• Satisfied employees produce more, strengthening the bottom line.
Offering domestic partner benefits is just a start. If the workplace environment is not one of inclusion and respect, the offering may be all for naught. Here are some ways that anyone can help to create the type of workplace where GLBT employees are able to bring their skills and talents to the table and do their best possible work:
• Act as a Change Agent in your workplace. If you hear someone joking about sexual orientation, let this person know that you're uncomfortable with it. If you aren't part of the GLBT community and the individual responds by saying, "Why do you care?" tell them that it's your workplace, too, and that disrespect toward anyone is not something anyone should have to put up with.
• Ask that your company include GLBT issues as a part of its diversity training. Often, coverage of this subject is missing; especially, education around how to treat gender transitions. The HRC has a great document called "Workplace Gender Transition Guidelines" that is available online at its website. If you're looking for even more comprehensive education, contact ProGroup for help and consultation.
• Be conscious of language. If you aren't sure of someone's gender self-identity, politely ask the person which pronoun he or she prefers. Let the individual know that you are asking in the name of promoting a respectful environment.
• When sending invites to employees, clients, or investors, use terms such as "guest" rather than "spouse."
• If someone privately comes out to you as gay, lesbian, or transgender, respect this person's privacy by treating it as confidential. Let the person know that you support him or her. The fact that this person shared that information with you probably means that he or she respects and trusts you.
• Don't push people to come out to the rest of the workplace. Respect the fact that coming out can be a difficult thing to do. Most people will do so once they are comfortable and ready.
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