Please introduce yourself and tell us about your role at your organization.
My name is Susan Murphy, and I’m the Global Head of Employee Benefits at Marsh McLennan. In my role I’m responsible for our overall benefits strategy, ensuring that we’re providing comprehensive and competitive programs for our colleagues across the globe.
Why is it important to you that the workplace is inclusive for LGBTQ+ parents?
Marsh McLennan is committed to fostering a culture where everyone is valued, celebrated and supported for who they are. Our transgender and gender non-conforming employees are equal members of our Marsh McLennan family, and we are continually working to make this a workplace where they can reach their full potential to make a difference in the moments that matter.
What are the key policies someone should check to find out if their organization is inclusive for LGBTQ+ parents?
While there are a number of policies that are important to all parents, I suggest LGBTQ+ parents look into their organization’s parental leave, family planning support and childcare policies. Family planning programs that include support of family creation, for example in the areas of in-vitro, egg donation, surrogacy and adoption, are important benefits to know about.
What advice would you give to someone who wants to make their workplace more inclusive for LGBTQ+ parents?
Begin with listening to your employees. Reach out and collect feedback in a way that is confidential and easy for your employees to respond. This is key to getting really good information on which benefits mean the most to them. Then you can determine where something more may be needed.
Why is this something that organizations should care about?
People power our business. We value the individuality of each of our colleagues and believe that our differences make us stronger as we drive for innovation and excellence in all of our businesses globally. We are committed to fostering an inclusive culture that supports world class talent and a work environment of mutual respect: one where all colleagues know they have an opportunity to contribute, grow and succeed.
How do you think the benefits landscape has changed over the last 10 years for LGBTQ+ parents?
Employee benefits have evolved and changed significantly over the years. It has been amazing to be a part of this evolution. As employers we now implement strategies aimed at meeting the needs of our diverse workforce, which these days includes a continuous review of digital third-party point solutions to address all kinds of needs. It’s wonderful to be at a point where we are focused on supporting our colleagues as individuals, like never before.