Inclusivity is a business imperative. Here’s how Cleo can help you offer inclusive family support for LGBTQIA+ employees.
Cleo’s family benefits platform is designed to be inclusive and supportive of diverse families and various paths to parenthood. While other family benefits were created to support maternity care and later adapted, Cleo’s model has been inclusive from day one.
Inclusive family support for LGBTQIA+ people is critical to any benefits strategy. 63% of LGBTQIA+ millennials are considering becoming parents for the first time or adding another child to their family and about 2/3 use assisted reproductive technology, foster care, or adoption to become parents.
Cleo Guides are experienced in supporting many different types of families and parents, including LGBTQIA+ families, transgender parents and children, single parents, families that pursue IUI or IVF, adoption, surrogacy, and more.
“I didn’t need to take a typical generic pre-birth class because as a single guy, those classes were not created for me.”Eric, Cleo member who welcomed a baby via surrogate
In regards to transgender parents and children, specifically, Cleo has Guides on staff with both professional and personal experience of parenting and raising children in the transgender community. This includes experience with parenting transgender children, trans pregnancy, childbirth for trans men and nonbinary people, and more.
In situations where a Cleo family has a parent or child who is transgender, Cleo can match this family with a Guide who has professional or personal experience supporting trans families on request. This is done with the goal of offering an even higher degree of personalized support built on mutual understanding of a certain experience of family building.
“Whatever your path looks like, know that there are likely others who have gone before you and can offer support.”Mac, Cleo member who welcomed a baby via transgender pregnancy
For employers, creating an inclusive workplace is essential to employee engagement, retention, and even revenue. Millennials—now the largest demographic group in the workforce—are 38% more likely to actively engage when they believe their company fosters an inclusive culture. What’s more, highly inclusive companies generate 1.4x more revenue. Prioritizing diversity, equity, and inclusion goes far beyond “feel good” benefits for employees. It’s an integral part of building a competitive company and positioning yourself for future growth.