One in eight couples were affected by infertility between 2004 and 2010, according to a national survey by the U.S. Centers for Disease Control and Prevention (CDC). And with millennials waiting longer than any previous generation to start families, that number is likely to increase, since women’s fertility decreases sharply after age 35. Millennials are also twice as likely to identify as LGBTQ, a population for whom the journey to parenthood most often involves IVF (in vitro fertilization). 68% of millennials—who will make up 50% of the workforce by 2025—say they take fertility coverage into consideration when choosing an employer, and 96% of them name health benefits as the most important factor when choosing between jobs with similar pay and responsibilities.

Considering these statistics, it’s no wonder that fertility benefits are in high demand—and more and more companies are offering IVF coverage as a way of attracting top talent and demonstrating their commitment to diversity and inclusion. IVF is an expensive procedure, and for companies to cover all or part of the cost is great news for many employees. But the journey for IVF patients is far more than just the procedure itself— and the gaps in most existing coverage can lead to higher costs for companies.

That’s why we’re excited to announce that Maven has just published an in-depth report on Getting the Most Out of Fertility Benefits, which sheds light on some often-overlooked aspects of the IVF patient journey—and what companies can do to help ensure that both they and their employees achieve the best possible results from fertility benefits.

For example: women have rated the stress of undergoing IVF as comparable to that of the death of a loved one—and stress costs U.S. businesses approximately $300 billion each year, as a result of absenteeism, reduced productivity, and employee turnover. Yet most existing IVF benefits do not include mental health coverage. Additionally, the varying success rates of different clinics can affect the number of IVF cycles a patient will need (and, therefore, the total amount that she—or her employer—ends up spending)—but choosing the right clinic can be confusing and overwhelming.

These are just two of the ways in which companies, as well as IVF patients, can suffer when important realities of the IVF experience go overlooked. Download our report to find out more—and learn how providing support for each step of the journey can help your employees get the best possible outcome from fertility benefits, while also helping your company lower costs.

You can read the full report by going here.

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If you are interested in learning more about what benefits attract top Millennial talent, check out Maven's full report 'In a Millennial Workforce, Family-Friendly Benefits Are the Best Way to Attract Top Talent'.

Read the Report

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I was recently talking to a female investor about the progress women have made in the workforce. She didn’t mince words.“I used to think we were breaking glass ceilings,” she said. “We aren’t. I see the same number of female CEOs, VPs, and board members as I did 15 years ago.”

Unfortunately, she’s right. And as the CEO of Maven, a women’s health company, I see how the systemic problems in our health system hold back women in the workforce everyday.

Companies say they want more women leaders and better retention of top female talent after childbirth. And more than 75% of expecting women in the workforce say they are excited to go back to work after giving birth. But in the end, 43% of them end up leaving their jobs.

Why the disconnect?

The truth is that new moms face long-term physical and psychological adjustments, but the majority of companies’ maternity programs are simply not up to the task of providing the necessary support—part of a larger health system that has ignored women’s needs for decades.

The solution requires businesses to rethink their approach towards expecting and new mothers, and implement a more comprehensive model of maternity support that offers a full range of mental and physical support, from fertility to the fourth trimester, the transition back to work, and all points in between for women in the workforce.

Particularly in sectors that value attracting and retaining scarce talent, investing in maternal health and return-to-work support is essential to maintaining your business. We've added up the hidden costs of losing women when they become new mothers—including those who come back to work after their maternity leave, struggle for a few months, and then quit within the first year—and you might get sticker shock. For a large company with hundreds of new moms per year, that number climbs quickly into the hundreds of millions of lost dollars.

Maven has published an in-depth report called “Back-to-work: The billion-dollar opportunity” on the issues women in the workforce face regarding maternity and return-to-work in corporate America. We dive into the financial impact on the average company, offer practical lessons for executives and industry leaders, and illuminate the path toward a more productive and inclusive workforce.

To read the report go to www.mavenclinic.com/back-to-work

To request a demo go to www.mavenclinic.com/for-business

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