How Employers Can Help Close the Gap
1. Expanding Access to Retirement Benefits
One of the most effective ways employers can help LGBTQ+ workers in this retirement crisis is by expanding access to retirement benefits. Companies should implement automatic enrollment in 401(k) plans with employer-matching contributions. This ensures that all employees have the opportunity to build long-term savings. Additionally, spousal benefits should explicitly include same-sex partners, allowing LGBTQ+ employees to access the same financial protections as their heterosexual colleagues.
Employers can also play a role in increasing financial literacy among LGBTQ+ employees by offering educational programs that focus on retirement planning, debt management and investment strategies.
2. Addressing Workplace Discrimination and Pay Inequality
To close the wage gap and improve financial security for LGBTQ+ employees, employers must commit to creating inclusive and equitable workplaces. This includes implementing comprehensive anti-discrimination policies, promoting salary transparency and ensuring equal pay for equal work.
Offering inclusive healthcare benefits such as gender-affirming care and mental health resources can also help reduce the financial burden on LGBTQ+ employees. By addressing the systemic barriers that contribute to lower earnings and higher medical costs, employers can create a fairer and more supportive work environment.
3. Supporting LGBTQ+ Employees in Long-Term Care Planning
Given the caregiving challenges many LGBTQ+ retirees face, employers should offer elder care resources and caregiving benefits to help employees plan for the future. Encouraging LGBTQ+ workers to build alternative aging support networks such as younger colleagues, extended family members and community organizations can also help offset the lack of traditional family caregiver.