Speaking Out On Transgender Benefits

I recently came across this article, published by Business Insurance with the following headline "Few employers offer transgender benefits".  This article, along with the growing news coverage around bathroom use for transgender, prompted me to investigate exactly what percentage of the population here is impacted.   According to two of  the largest surveys ever conducted on the topic, approximately .3 percent or 700,000 people in the United States identify as transgender.   Yet, according to a survey by the  International Foundation of Employee Benefit Plans, 12 percent of companies now offer transgender-inclusive health care benefits.  Among these employers, 8% covered gender-reassignment surgery.   Among the companies with 10,000 or more employees,  27% of employers offered transgender benefits, whereas only 4% of those with 50 or fewer employees do.

Employers are expanding employee benefits to recruit the best employees, including LGBT workers. "Offering transgender-inclusive benefits is another step toward meeting the needs of a diverse workforce," and "I expect going forward, we'll see even more organizations offering transgender benefits as part of their overall health care offerings." Julie Stich, director of research at the International Foundation of Employee Benefit Plans said in a recent  statement. The survey was based on the responses of 577 human resources and benefits professionals, trustees, administrators and industry experts from close to 20 different industries.

Why is it that 27% of Fortune 500 sized employers are going to the trouble to offer a benefit that will impact less than one half of one percent of the population?   The reason is that employee benefit plans are reflecting social norms and a growing tolerance for political correctness.  Why not  support the plight of any one particular group that is being discriminated against?  Private  health plans are fast becoming an extension of the corporate brand.  

Here is where I am strongly opposed to Ms. Stich and feel differently about her prediction of expanding benefits for transgender.   Demanding benefits for transgenders  is not about covering a certain class of employees.  Some might argue that the LGBTQ community won after the SCOTUS decision requiring all employers in the U.S. to extend benefits to same-sex couples on the same terms as different sex couples. The last time I checked men, women and children are covered under corporate health plans.   This issue is really about accommodating less than one half of one percent of the population to cover a benefit that costs around $25,000 for the first year of surgery.

From 2007 to 2014, for every $1.00 dollar of wage increases, medical costs have risen a staggering $2.56.   The healthcare ATM has  run out of money.  Whether you are on the state legislature, school board, mayor or council, know that the American people  would rather see our public policy makers and employers tackle issues  that impact every American, not just the .3% of Americans speaking out for their “rights”. Here are some ideas ... let's try to address crime and safety, drought, education, job retraining,  obesity, chronic disease,  pregnancy, childbirth, addiction, and mental illness, to name a few. These issues impact all American in much higher rates of incidence.

To Business Insurance and other print media covering my profession, please do not print another asinine article about why employers should be guilted into covering  benefits for those struggling with gender identify.   Let's not forget to ask how  the  couple paying out of pocket for in-vitro feels about this. Let's also consider the family paying out of pocket for autism, speech therapy or braces. Maybe the guy with male-pattern baldness inquiring about Propecia or the female with back pain that is told breast reduction surgery is not covered by your plan will be a thumbs up on covering transgender benefits. Let's ask the  founder of the company who just took a pay cut to cover rising wage and benefit costs how he or she feels.   Each understands that a finite amount of resources carries judicious responsibility.

If your struggling with your gender, as a Christian I will love you and pray for you ... I will not pretend to understand your struggle having not  walked in your shoes ... but you are still provided  benefits like everyone else under the plan. This benefit counselor  would advise his clients to share with any individual struggling with gender identity to contact their EAP, health provider, family member, church, or the Kardashians.   If a transgender chooses to go forward with  transgender related surgery, it can be funded and paid under a tax-favored health account as a Section 213D (IRC) expense.  Draft money each paycheck into your tax-favored account and pay for it the same way others pay for their medical wants or needs, regardless of the hand they were dealt in life.