Current employee fertility benefits are often superficial, "check-the-box" offerings that fall short of actual needs, says HR leader Kirsten Haney.
Haney argues for a move towards holistic benefits that provide comprehensive financial, emotional, and informational support, especially in new companies where programs are built from scratch.
Traditional benefits often overlook diverse family structures, including the LGBTQ+ community, and fail to address the personal and professional impact of fertility challenges.
The glossy job benefits brochure might list "fertility care," but for many navigating the complex, expensive, and emotionally taxing family-building journey, that line item often reflects a deep disconnect between what companies offer and what individuals truly need. Those seeking fertility support often shoulder immense burdens alone, a systemic failure that demands a rethink of how organizations approach deeply personal life events.
Kirsten Haney, a Certified Human Resources Leader with a decade of experience and a Global People Business Partner in the tech sector, sees the disconnect firsthand. "Many large organizations aren't truly thinking about how people will use these benefits. They just see a line item, check it off the list, and leave it at that," she says. "But if you offer a $4,000 benefit for a procedure that's going to cost upwards of $40,000, it almost feels like it would be less painful if you just didn't cover anything at all. It kind of feels like a slap in the face; why even bother?"
Startup struggles and status quos: Building HR structures from scratch in new companies, Haney notes the unique position of agile environments. "Working in startups, we're often building programs from scratch, which is refreshing because we can challenge the status quo," she explains. "But at the same time, you're dealing with cost implications, and often benefits are pretty out-of-the-box to start." This means even progressive organizations can find themselves constrained by what traditional brokerages and benefits administrators package, leading to the same "one-size-fits-all" offerings seen everywhere.
The illusion of coverage: "You still tend to find this kind of rigor or be put in this box based off of what the benefits providers are just already packaging out," Haney states, explaining the core issue: standard packages from large insurers are rarely designed with the end-user's actual journey in mind. "It's pretty standard when you're looking at some of these bigger name insurance providers." She points out that companies may have line items for fertility care with a dollar amount and pages of fine print. Yet, the actual percentage of coverage often ends up being minimal, leaving employees feeling let down.
An equity blindspot: "Not all families are built the same way," Haney emphasizes, highlighting this "check-the-box" mentality's far-reaching EDI implications. "You look at couples from the LGBTQ+ community, and maybe the only way they can have a child is through some of these very expensive procedures that are just overlooked in standard benefits programs. It's not even a consideration." The failure to acknowledge diverse paths to parenthood means many are left without meaningful assistance.
More than money: While financial aid is important, Haney stresses that true assistance extends far beyond dollars and cents. "It's also so much more than the monetary component; it's the support, and the support is often what's missing," she notes. People need information, mental health resources, and expert guidance through the nuances of fertility care. "As an HR person, I can be an ear for you, but I can't be a counselor when it comes to fertility care. That's not my specialty." Her distinction underscores the need for specialized, comprehensive programs beyond general HR functions.
The unseen toll: Haney sheds light on the personal burden individuals carry. "What I really notice is the weight of it all; it's all-consuming," she says, describing the stress of juggling work, personal life, health, and the emotional and physical demands of fertility treatments or decisions. "There's so much that we don't see as coworkers or as employers of what's happening in somebody's personal life." This hidden struggle inevitably impacts performance and well-being, yet the stigma, particularly around women's health and fertility, prevents open conversation.
Normalizing the conversation: "I think we've come a long way as a society when it comes to mental health and reducing the stigma," Haney observes. "Where I do think that there's still a stigma is in women's health and in fertility care." She speaks of individuals going through IVF in secret, enduring hormonal changes and financial strain without a support system, all while being expected to perform at their best. But furthering the conversation can only happen in a work culture where employees feel safe sharing their experiences.
A holistic toolkit: For Haney, a holistic approach is essential. "It's kind of that one-stop shop for all of these things that seem to be missing in your standard benefits programs today," she explains. Such a solution, like Mystoria, would serve as a vital instrument in an employee's benefits arsenal. "It's more than just that compensation piece. It's financial support, but it's also the mental support, having all the information that you need at your fingertips." She highlights the importance of "access for all families," emphasizing that backing should be inclusive of anyone navigating fertility decisions.
Ultimately, Haney believes employers need a fundamental shift in perspective. "We need to further the conversation so that people feel comfortable sharing the experiences that they're going through," she urges. "And we normalize that there's bigger priorities than work. A person's well-being, a person's future, a life decision that somebody is making is much more important than the work that they're doing day to day for your company."
