# Male-Dominated Unions Embrace Fertility Benefits for Employees
## The Personal Cost of Infertility Struggles
A few years back, Darrin Golden witnessed firsthand the devastating impact of infertility on his neighbors. The couple faced such significant financial strain from fertility treatments that they eventually declared medical bankruptcy and were forced to move.
“I came home one day and there was a moving truck outside my neighbors’ house,” Golden recalls. “It was terrible losing them as neighbors, and it was largely because of the amount of money they had to spend on infertility treatments.”
This experience stayed with Golden throughout his career. Now, as executive director of the Family Medical Care Plan for the International Brotherhood of Electrical Workers (IBEW) and National Electrical Contractors Association (NECA), which serves over 670,000 individuals, he’s taken action.
After reconnecting with a former colleague who works at Progyny, a women’s health and family benefits provider, Golden became convinced of the need to add comprehensive fertility benefits to their plan. The decision gained quick approval from trustees who were “ecstatic” about the addition.
The new benefits package includes:
– Fertility treatments (IVF, IUI)
– Egg and sperm freezing
– Frozen embryo transfers
– Donor tissue reimbursement
Despite operating in a predominantly male industry, Golden saw this as a logical evolution for the unions’ benefits package.
“We have a lot of families who are a part of IBEW, and there are lots of folks who struggle with infertility. So, it’s a numbers game,” Golden explains. “And if we’re able to help these members and their families, that just seems to me to make a lot of sense.”
## Fertility Benefits: No Longer Optional for Employers
Katie Higgins, chief commercial officer of Progyny, notes that employer interest in family-building and fertility benefits has grown steadily over the past decade, with significant acceleration in recent years.
“What was once a benefit that only a few employers invested in has become table stakes for the recruitment and retention of talent,” Higgins says.
This shift extends across all industries, including traditionally male-dominated sectors like construction and electrical work. An important point Higgins emphasizes is that approximately one-third of infertility issues are male-factored, making these benefits relevant to male employees and their partners.
Furthermore, research shows women typically make 80% of household healthcare decisions, highlighting the importance of benefits that appeal to both men and women.
Golden’s experience confirms this appeal. After announcing the new benefit at industry conferences, he was “amazed” at the positive response.
“So many people came up to verify that the benefit was real,” he says. “It was a pleasant surprise and something I’ve never experienced with any other benefit.”
## Making the Business Case for Fertility Coverage
For HR professionals seeking to gain leadership support for fertility benefits, storytelling can be a powerful approach. Higgins recommends emphasizing the emotional and personal impact of infertility to help decision-makers understand its significance.
“HR needs to help the C-suite understand what this condition is like, that it is emotional, that it is personal. And that we’re often asking people to navigate this on their own,” Higgins explains.
### The Hidden Costs of Inadequate Coverage
A key argument for implementing comprehensive fertility benefits is that employees will pursue fertility treatments regardless of employer coverage. Without proper support, they may make decisions based on financial constraints rather than medical best practices.
“Whether or not you invest in this, your members are still pursuing this care, even if it’s out of their pocket,” Higgins notes. “And when they’re not supported to make the best medical decisions for themselves, they could end up spending a lot of cash and making decisions that don’t have the best clinical outcomes.”
This can lead to significant downstream costs for employers, including:
– Claims related to multiple births
– High-risk pregnancies
– Reduced productivity
– Increased absenteeism
– Higher turnover rates
“Employers are going to be footing that bill at the end of the day,” Higgins warns. “So, it’s important for leaders to understand the implications of fertility care and how that implicates downstream costs.”
## Key Takeaways for Organizations Considering Fertility Benefits
1. **Fertility benefits are increasingly expected**: What was once considered a premium offering is now viewed as standard by many job seekers.
2. **Male-dominated industries benefit too**: Despite misconceptions, fertility issues affect men directly in about one-third of cases, making these benefits relevant across all industries.
3. **Comprehensive support matters**: The most effective fertility benefits go beyond basic coverage to provide access to specialists, emotional support, and technology tools.
4. **Cost savings are real**: Properly structured fertility benefits can actually reduce long-term healthcare costs by promoting better medical decisions.
5. **Employee satisfaction increases**: Golden’s experience shows that fertility benefits generate exceptional positive feedback compared to other benefit additions.
As more organizations recognize these advantages, fertility benefits are likely to become even more widespread, benefiting employees across all industries and promoting more inclusive workplaces.
# Male-Dominated Unions Embrace Fertility Benefits for Employees
## The Personal Cost of Infertility Struggles
A few years back, Darrin Golden witnessed firsthand the devastating impact of infertility on his neighbors. The couple faced such significant financial strain from fertility treatments that they eventually declared medical bankruptcy and were forced to move.
“I came home one day and there was a moving truck outside my neighbors’ house,” Golden recalls. “It was terrible losing them as neighbors, and it was largely because of the amount of money they had to spend on infertility treatments.”
This experience stayed with Golden throughout his career. Now, as executive director of the Family Medical Care Plan for the International Brotherhood of Electrical Workers (IBEW) and National Electrical Contractors Association (NECA), which serves over 670,000 individuals, he’s taken action.
After reconnecting with a former colleague who works at Progyny, a women’s health and family benefits provider, Golden became convinced of the need to add comprehensive fertility benefits to their plan. The decision gained quick approval from trustees who were “ecstatic” about the addition.
The new benefits package includes:
– Fertility treatments (IVF, IUI)
– Egg and sperm freezing
– Frozen embryo transfers
– Donor tissue reimbursement
Despite operating in a predominantly male industry, Golden saw this as a logical evolution for the unions’ benefits package.
“We have a lot of families who are a part of IBEW, and there are lots of folks who struggle with infertility. So, it’s a numbers game,” Golden explains. “And if we’re able to help these members and their families, that just seems to me to make a lot of sense.”
## Fertility Benefits: No Longer Optional for Employers
Katie Higgins, chief commercial officer of Progyny, notes that employer interest in family-building and fertility benefits has grown steadily over the past decade, with significant acceleration in recent years.
“What was once a benefit that only a few employers invested in has become table stakes for the recruitment and retention of talent,” Higgins says.
This shift extends across all industries, including traditionally male-dominated sectors like construction and electrical work. An important point Higgins emphasizes is that approximately one-third of infertility issues are male-factored, making these benefits relevant to male employees and their partners.
Furthermore, research shows women typically make 80% of household healthcare decisions, highlighting the importance of benefits that appeal to both men and women.
Golden’s experience confirms this appeal. After announcing the new benefit at industry conferences, he was “amazed” at the positive response.
“So many people came up to verify that the benefit was real,” he says. “It was a pleasant surprise and something I’ve never experienced with any other benefit.”
## Making the Business Case for Fertility Coverage
For HR professionals seeking to gain leadership support for fertility benefits, storytelling can be a powerful approach. Higgins recommends emphasizing the emotional and personal impact of infertility to help decision-makers understand its significance.
“HR needs to help the C-suite understand what this condition is like, that it is emotional, that it is personal. And that we’re often asking people to navigate this on their own,” Higgins explains.
### The Hidden Costs of Inadequate Coverage
A key argument for implementing comprehensive fertility benefits is that employees will pursue fertility treatments regardless of employer coverage. Without proper support, they may make decisions based on financial constraints rather than medical best practices.
“Whether or not you invest in this, your members are still pursuing this care, even if it’s out of their pocket,” Higgins notes. “And when they’re not supported to make the best medical decisions for themselves, they could end up spending a lot of cash and making decisions that don’t have the best clinical outcomes.”
This can lead to significant downstream costs for employers, including:
– Claims related to multiple births
– High-risk pregnancies
– Reduced productivity
– Increased absenteeism
– Higher turnover rates
“Employers are going to be footing that bill at the end of the day,” Higgins warns. “So, it’s important for leaders to understand the implications of fertility care and how that implicates downstream costs.”
## Key Takeaways for Organizations Considering Fertility Benefits
1. **Fertility benefits are increasingly expected**: What was once considered a premium offering is now viewed as standard by many job seekers.
2. **Male-dominated industries benefit too**: Despite misconceptions, fertility issues affect men directly in about one-third of cases, making these benefits relevant across all industries.
3. **Comprehensive support matters**: The most effective fertility benefits go beyond basic coverage to provide access to specialists, emotional support, and technology tools.
4. **Cost savings are real**: Properly structured fertility benefits can actually reduce long-term healthcare costs by promoting better medical decisions.
5. **Employee satisfaction increases**: Golden’s experience shows that fertility benefits generate exceptional positive feedback compared to other benefit additions.
As more organizations recognize these advantages, fertility benefits are likely to become even more widespread, benefiting employees across all industries and promoting more inclusive workplaces.