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How Ally is Setting New Standards for Inclusivity
In today’s diverse work environments, inclusivity extends far beyond ideation and policy; it manifests through actively tailored employee benefits. Ally, a progressive online bank, is taking substantial steps to cultivate a LGBTQ-inclusive workplace, recognizing that employee benefits must offer equitable coverage that resonates with all individuals. With a workforce of around 11,000, Ally’s initiatives strive to ensure its LGBTQ employees feel valued in both their professional and personal lives.
Supporting Partners and Families
Ally understands that family looks different for everyone. Domestic partnerships are embraced as equals under Ally's healthcare offerings, allowing partners the same access to life insurance benefits as married couples. The inclusion of children of domestic partners reflects Ally's commitment to fostering a family-friendly work culture. Employees are afforded two weeks of paid caregiver leave to support their partners, demonstrating a genuine understanding of the challenges LGBTQ individuals often face.
Expanding Fertility Benefits
Family-building options can be a significant concern for LGBTQ individuals, and Ally recognizes this need by broadening its fertility benefits. The bank has made strides by including social infertility—not just medical criteria—leading to coverage for up to three full IVF cycles and financial support for adoption and surrogacy. This initiative speaks to the heart of Ally’s commitment to inclusivity. Employees are offered an impressive $35,000 toward adoption services for every child, alongside an inviting paid parental leave policy, providing up to 14 weeks off for new parents.
Caring for Mental Health
Mental health support is another critical aspect of Ally's commitment to its LGBTQ employees. With customizable wellness benefits, employees can seek mental health providers based specifically on their specialties, which includes LGBTQ expertise. This personalization is crucial; data reveals that 97% of Ally's employees who engage in care choose to stay with the same provider, underscoring the importance of relatability in mental health services.
Engaging Through Employee Resource Groups (ERGs)
The synergy between Ally's leadership and its LGBTQ employee resource group (ERG), Pride ALLYS, fosters an invaluable communication channel. With over 1,600 members, the ERG serves not only to elevate important conversations around benefits but also to provide a platform for feedback. Gollmer emphasizes that the group represents a critical ally in ensuring that employee voices are heard in the company's overarching strategy.
Conclusion: Corporate Commitment to Diversity
In conclusion, Ally's commitment to LGBTQ inclusivity is a testament to the ongoing evolution of workplace culture. By genuinely listening to employees, offering comprehensive benefits, and creating supportive communities, Ally not only strengthens its workforce but also sets a model for others in the industry. As organizations consider their benefits packages, they should reflect on Ally's approach as an inspiring example in the journey towards inclusivity.
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