Your company's trans-inclusive employee benefits
You're invited to help PowerToFly crowdsource information about the trans-inclusive employee benefits your company offers, so that trans professionals can make informed decisions about joining workplaces that see and actively support them. At a time when anti-trans and anti-LGBTQIA+ legislation is so steeply on the rise, offering these kinds of benefits — and making sure trans employees and candidates know these benefits are available — is one way companies can practice intentional inclusion and allyship. 

At the end of June 2023, these responses will be shared in a trans-inclusive employee benefit database that is free, evolving, and for our community, by our community. Note that while many of these benefits can apply to the wider LGBTQIA+ community, our goal was to focus on the benefits that specifically impact trans talent as much as possible. (Have a benefit in mind that isn't on this list? Please refer to the last question!)

All legitimate* responses will be published to the database, including responses from multiple folks at the same company. Because collecting this information is a crowdsourced, grassroots effort, please note that we cannot independently verify the accuracy of the benefits information provided to us — with enough responses, we hope that our community members can extract the information they need from this database, make accuracy deductions themselves, and use the benefits listed here as a reference point in conversations with HR and hiring teams.

Whether you're a benefits manager yourself or simply have access to your employee handbook, please be as transparent and comprehensive as possible when filling out this form. If you see information about your employer that is incorrect or misleading within the database, please write answers@powertofly.com with "trans-inclusive benefits" in the subject line. 

You are welcome to share this form with your networks. Thank you for taking the time to support trans talent!

*PowerToFly will not publish responses that contain hate speech or that appear fraudulent or intentionally misleading. We retain the right to determine whether a submission falls into these categories.
Sign in to Google to save your progress. Learn more
What is your company's name? (This will be published in the database.) *
What is your name? (This is only for internal purposes, and won't be published.)  *
What is your email address? (This is only for internal purposes — you'll receive one email from us with a link to the database when live. Your email won't be published in the database, shared, or used otherwise.)  *
What country are you based in? (This will be published.) *
MEDICAL BENEFITS
In this section, we'll ask you to confirm which trans-inclusive employee benefits your organization offers as those benefits relate to your medical plans, the coverage of gender-affirming care, and more. 

Note: Everything from this point onward will be published in the database unless otherwise noted.
1. Does your company offer at least one health insurance plan that provides coverage for gender-affirming care?
 *
If yes to #1, what types of gender-affirming care and/or procedures are covered in this plan(s)? (Ex: gender confirmation surgery, breast augmentation, mastectomies, hormone therapy, hair removal, facial feminization and masculinization surgery, voice surgery, hair reconstruction, voice and communication therapy, tracheal shaving, puberty blockers for minor dependents)
If yes to #1, what requirements need to be met to access this care, if any? (Ex. Some plans require a specific # of years of therapy before hormone replacement therapy {HRT} can be accessed, or a specific # of years on HRT to access surgery)
2. What % of medical plan contributions does the company cover? What % do employees cover? (If you don't know the answer, please write "n/a".)
 *
3. Many surgeons do not take insurance for procedures. Do any of your medical plans provide out-of-network coverage for gender-affirming care? *
If yes to #3, what percentage of out-of-network gender-affirming care is covered, and what is the process for requesting reimbursement?
4. Does your company offer an HSA (attached to a medical plan that offers gender-affirming care) OR an FSA to be used at an employee’s discretion?
 *
5. Is there a stipend or additional financial benefit for gender-affirming care costs not covered by medical plans?
 *
6. Do dependents have access to your company’s gender-affirming care/coverage?
 *

7. Do your insurance plan(s) or does the company itself offer any LGBTQIA+ specific assistance in navigating healthcare, insurance benefits, etc.? (Ex: Insurance-led or third-party care coordination, a direct line to insurance agents informed and trained on gender-affirming care, etc.)

 *
8. Does your company offer short-term disability insurance and, if so, do the plans available cover gender transition-related outages the same as other medically necessary procedures?
 *
Are there any other trans-inclusive medical benefits worth noting? Or more info you'd like to share about any of the above benefits?
PARENTAL/FAMILY BENEFITS
In this section, we'll ask you to confirm which trans-inclusive employee benefits your organization offers as those benefits relate to your family-building benefits, parental leave, and more. 
1. Is your company’s parental leave policy open to parents of all gender identities who’ve become a parent by any number of means, including a partner’s birth, surrogacy, adoption, or by fostering?
 *
If yes to #1, is there a standardized amount of paid leave time available OR does this depend on if the employee is, for instance, giving birth vs adopting?
Clear selection
2. Does your company offer IVF and fertility benefits across gender identities, regardless of fertility status?
 *
3. Does your company offer financial assistance or stipends for adoption and surrogacy?
 *

4. Does your company's insurance plan(s) and/or the company itself offer any LGBTQIA-specific assistance in navigating parental leave, fertility issues, or family building? (Ex: Insurance-led or third-party care coordination, a direct line to insurance agents culturally aware of LGBTQIA+ issues, etc.)

 *
Are there any other trans-inclusive parental/family benefits worth noting? Or more info you'd like to share about any of the above benefits?
FINANCIAL BENEFITS
Financial wellness benefits can be of particular help to trans and LGBTQIA+ employees, as we outlined in a 2022 report. In this section, we'll ask you to confirm which financial wellness benefits your organization offers as those benefits relate to financial planning, student loan repayment support, and more. 
1. Does your company offer 401(k) matching?
 *
2. Does your company offer student loan repayment assistance?
 *
3. Does your company offer tuition reimbursement or other assistance/services?
 *
4. Does your company offer home-buying assistance/services? *
5. Does your company offer financial counseling and/or planning services?
 *
If yes to #5, are those involved trained on LGBTQIA+ issues? (This would include if someone can substitute a chosen name for a given name, if notes can be made on an individual’s account that they use different pronouns, how easy it is for someone to change their legal name and gender on file, etc.)
Are there any other trans-inclusive financial wellness benefits worth noting? Or more info you'd like to share about any of the above benefits?
ADDITIONAL BENEFITS
In this section, we'll ask you to confirm whether your organization offers trans-inclusive employee benefits like mental health benefits, relocation assistance to leave states impacted by anti-trans and anti-LGBTQIA+ legislation, and more.
1. Does your company offer mental health-specific benefits?
 *
If yes to #1, which ones? (Examples: Fully covered outpatient mental health services, an employee assistance program/EAP that includes counselors and support personnel who identify as queer, LGBTQIA+ inclusive and affirming wellness coaching, mental health days, Talkspace or Headspace access, etc)
2. Does your company offer any additional health & wellness-related benefits like: generous or unlimited PTO, flexible schedules, stipends for healthy meals and to put toward memberships at LGBTQIA+ friendly gyms, etc.?
 *
If yes to #2, which ones?
3. Does your company offer relocation assistance/benefits to employees impacted by anti-LGBTQIA+ legislation in their state, including if the employee is a parent to an impacted child?
 *
4. Does your company offer travel assistance/benefits to employees who must travel for gender-affirming care?
 *
5. Does your company have at least one LGBTQIA+ ERG?
 *

6. Does your company have transition plans that help HR, managers, and transgender employees navigate gender identity transitions at work?

 *
7. Does your company have training on LGBTQIA+ community allyship?
 *
8. Does your company encourage sharing pronouns in email signatures, on name tags, in meetings, etc.?
 *
9. Does your company have a gender-neutral dress code (or no dress code at all)?
 *
10. Does your company match employee donations to LGBTQIA+ specific organizations?
 *
Are there any other trans-inclusive employee benefits worth noting? Or more info you'd like to share about any of the above benefits?
IS THERE A SPECIFIC EMPLOYEE BENEFIT YOU'D LIKE TO SUGGEST ADDING TO THIS LIST? Please add that here! This is for internal purposes only, and won't be published with the rest of your responses. 
Submit
Clear form
Never submit passwords through Google Forms.
This form was created inside of PowerToFly. Report Abuse
Google Forms