An unconventional family, by our definitions, is one that falls outside of the traditional dynamic of a heterosexual couple with biological children. Today, families come in all different varieties. In fact, 80 percent of households in the U.S. have an atypical structure.
Whether the unique circ*mstances of these non-nuclear families are due to members with special needs, illness or non-traditional gender roles, these families require special consideration from human resources and diversity, equity and inclusion teams.
Here are five ways companies are actively supporting their most vulnerable employees that your organization should consider doing, too.
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Reimburse Non-Traditional Family Planning Costs
For many people trying to start a family through unconventional means, the road is difficult and unpredictable.
Adoption is not cheap. The average private domestic adoption, according to the Child Welfare Information Welfare Gateway, costs $25,000–$45,000, and the average international adoption can range from $20,000–$50,000. This is why 64 percent of Americans say that employer financial assistance impacts their decision to adopt.
To stay competitive, many companies offer surrogacy, fertility and adoption and/or foster care benefits, which can include financial assistance as well as time off. These benefits make starting or expanding a family accessible to a much wider demographic, including people of all sexual orientations, single people or those who are older than the typical child-bearing age.
Bain, for example, offers unlimited in vitro fertilization coverage (which usually costs over $15,000 per cycle) and allows employees to take off two weeks a year to undergo, or support a partner undergoing, fertility treatments.
And in 2023, Ferring Pharmaceuticals was top of the Dave Thomas Foundation for Adoption list of 100 Best Adoption-Friendly Workplaces for offering unlimited adoption assistance and 26 paid weeks off for adoption.
Other companies like American Express and Snap Inc provide $35,000 and $40,000, respectively, in adoption reimbursem*nt, which can go a long way toward helping families afford adoption.
Different processes of family planning, like IVF or adoption, may be filled with waiting and roadblocks. Companies can support employees by providing paid time off for necessary appointments and after the placement or arrival of a child.
But even when trying to be inclusive, companies can still fall into the trap of stereotyping. For instance, one study in the Journal of Social Policy found that same-sex male couples receive on average shorter parental leave than different-sex and same-sex female couples. When creating policy, be aware of different family structures and how that may impact caretaking responsibilities.
Encourage Employee-Led ERGs
Employees with unconventional family structures are more at risk of facing stigma and discrimination. They may feel isolated and have difficulty talking about their families in work settings. Companies should foster strong internal communities or point employees to external support groups.
According to McKinsey, 90 percent of Fortune 500 companies sponsor employee resource groups, which can be helpful places for employees to build relationships with people who share similar identities. ERGs also provide allyship and visibility from senior leadership, mentorship and a sense of belonging. ERGs can consist of many diversity affiliations, such as sexual orientation, cultural or ethnic identity, life stage, religion and interests.
When planning ERG activities, events or discussion topics, consider how even within those groups, there may be sub-groups with specific or differentiated needs, such as adoptive parents within an LGBTQ+ group or single parents within a parenting group.
By elevating the voices of minority employees, companies can encourage more people to be vulnerable and create a sense of community and psychological safety in the workplace.
Include Mental Health Benefits
Over 39 percent of LGBTQ+ people reported suffering from a mental illness within the last year. Many adopted or foster children have experienced trauma, which can affect attachment and result in emotional or behavioral challenges employees need support handling.
Mental health support is a non-negotiable. Some companies have set high standards for mental health support for families and their children.
Cisco offers a caregiving concierge, which provides access to a care coordinator and care dashboard. Amazon employees are eligible for five free counseling sessions per year through the Global Employee Assistance program. Amazon has also extended some benefits to dependents through Brightline’s virtual mental health video visits with therapists.
Set Flexible Work Schedules
Whether caring for children with special needs or elderly parents, flexible work arrangements in the form of flexible hours, remote working or hybrid schedules can help those who need more time at home than the occasional sick day.
Since employees may need to cope with elevated or solo caretaking responsibilities, more companies should consider part-time work or job-sharing arrangements. Companies can, for example, consider breaking a full-time role into two part-time roles, which can support non-nuclear families where one person needs to invest more in caregiving.
Normalizing resume gaps can also benefit unconventional families who have prioritized childrearing during certain busy or transitional periods. Many companies, like PayPal, Microsoft, IBM and PepsiCo now offer return-to-work programs after a career break.
Some companies even go above and beyond in helping single parents, like Intel, which offers two weeks annually of free emergency childcare, and Aflac, which provides on-site daycare or a daycare subsidy.
Establish Inclusive Language and Celebrations
Companies have made strides in incorporating inclusive language into their lexicons, and this should extend to conversations around families. This can look like using the words “parents” or “primary caretakers” instead of “mother” and “father,” or extending invites for social events to plus ones instead of spouses.
Through formal training sessions, speaker events or Lunch-and-Learns, companies can open more opportunities to hear from employees with unconventional families. You could start small by interviewing these employees for a blog or encouraging them to share their story at an existing event. This inclusivity can build empathy and understanding within work teams.
Many companies celebrate their employees’ life milestones, birthdays and work anniversaries. Non-traditional families also deserve celebrations, although each circ*mstance requires unique consideration.
For example, parents adopting from foster care may be adopting an older child or sibling set. While a baby shower might not be the appropriate way to celebrate this milestone, you could consider a gift card for meal delivery or for an experience, like a local zoo, museum, theater or sporting event.
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Invest in Your Employees’ Well-Being, Earn Loyalty
Overall, we are seeing positive trends in increased benefits for all kinds of families. Considering how policy will impact unconventional families can yield positive returns on investment for employers.
A study of 592 adoptive couples showed that organizational support for adoption affects their loyalty to the organization. Studies of LBGTQ-supportive work environments demonstrated similar results: employees expressed more openness, improved health outcomes and increased satisfaction with work.
Through a welcoming attitude toward unconventional families, companies can continue to attract and retain diverse talent and enable employees with all backstories to thrive inside and outside of the home.
