Many employers are still trying to crack the code on
The online shoe and clothing retailer uses the Human Rights Campaign's Healthcare Equality Index as a guide when creating inclusive benefits and policies. Notably, the index is intended to help healthcare facilities promote equity among employees and patients, but Zappos uses the criteria to ensure they are not
"The Human Rights Campaign's Healthcare Equality Index is a response to healthcare barriers faced by LGBTQ+ Americans," says Cody Britton, co-leader of Zappos' LGBTQIA+ ERG, LGBT-Z. "Taking inspiration from this criteria, Zappos offers a comprehensive benefits package across health and wellness that is inclusive of all LGBTQ+ individuals."
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The Health Equality Index outlines the benefits that a facility must have in order to be considered an inclusive workplace. For example, employers must offer healthcare benefits for domestic partners and equal family-building benefits for all employees, regardless of sex, sexual orientation, gender identity and marital status. Paternity leave that does not exclude based on biological or adoptive status, as well as bereavement leave for domestic partners, is also featured on the rubric. More recently, the index asked for employers to provide a benefits guide to new LGBTQ hires. Zappos accomplishes all of the above.
Britton knows firsthand that Zappos' approach to benefits has a real impact on employees. Thanks to Zappos' health plan and IVF benefits, Britton was able to give birth to her daughter.
"Without [those] benefits, I wouldn't have been able to bring her into this world," she says. "As we know, IVF is quite expensive, and even having some of that covered through our amazing benefits was literally life-changing."
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Britton notes that the push for inclusive healthcare benefits has also ensured that other wellness benefits, like pet insurance, gym perks and emergency child care assistance, are included. But that's not where the Human Rights Campaign's influence ends — under additional support, the index names extra criteria to help companies go the extra mile. The stipulations mainly center on educating the workforce on the LGBTQ community and creating communities, such as ERGs, where queer employees can voice their opinions and concerns.
For Zappos, this looks like Transgender Day Visibility Chat, where trans and cis employees can share their experiences, or a book club between the LGBT-Z ERG and the women's ERG.
"Educational initiatives are crucial to developing a safe and inclusive working environment," says Britton. "With more knowledge comes deeper connections with our employees, helping us maintain company culture."
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Britton advises employers to prioritize inclusivity on a foundational level rather than on solely a customer-facing level. This means social media posts and one pride event in June aren't enough to make a company LGBTQ-friendly. She stresses that inclusivity needs to show up in the employees' benefits and educational opportunities if companies want their businesses to be truly formidable.
"Zappos is not my first job, but it is the first job I've ever had where I wasn't afraid to show up authentically," says Britton. "I never felt like I couldn't speak about my life, my wife or girlfriend, or any other part of who I was. The spectrum of people who work here is amazing, and it's part of what makes us special."
