Inclusive healthcare supporting gender-diverse employees

Today’s workplace is as diverse as it is dynamic—and that means our healthcare plans need to be, too. When you support every employee, including those experiencing gender incongruence, you’re not only meeting a vital need—you’re also sending a clear message: every person matters.

What Does Gender Incongruence Mean?

Simply put, gender incongruence happens when someone’s internal sense of who they are doesn’t match the sex assigned at birth. Many of these individuals may seek gender-affirming care, such as hormone treatments, counselling, or even surgical options, to help ease the distress often associated with gender dysphoria. When healthcare plans cover these services, they’re not just checking a legal box—they’re truly caring for the whole person.

Why It Matters

It’s well known that transgender and gender-diverse people often face barriers when accessing healthcare. Inclusive plans can bridge this gap by ensuring that services like hormone therapy, mental health support, and even routine preventive care are clearly covered. This not only boosts health outcomes but also shows employees that their identities are respected and valued. When employees feel valued, they engage more deeply, perform better, and are more likely to stay with the organisation.

The Legal and Ethical Side

More and more, legislation is becoming more inclusive and reflective of gender diversity within society. For instance, protections under the Equality Act 2010 (1) means that discriminating against transgender employees is unlawful. But even when the law sets the bar, going above and beyond is what makes a company truly great. Inclusive benefits speak volumes about your values—creating a supportive, inclusive, and positive workplace for everyone.

Practical Steps to a More Inclusive Plan

1. Be Clear About Coverage:
Make sure your healthcare plan spells out exactly what’s covered. This could include:

• Medical Treatments: Such as hormone therapies and surgeries that help align one’s physical characteristics with their gender identity.

• Mental Health Services: Access to counsellors who understand the unique experiences of transgender and nonbinary individuals.

• Preventive Care: Regular screenings for cancers relevant to their anatomy (such as breast, cervical, or prostate cancer), cardiovascular health assessments, bone density evaluations, and sexual health services including STI screenings.

2. Use Inclusive Language:
Your plan’s documents should speak to everyone. Instead of complex legal jargon, use straightforward language that leaves no room for confusion.

3. Work With the Right Partners:
Team up with providers and administrators who have real experience in transgender health. When you choose partners who understand the importance of supporting people in this area, your employees will feel more confident that they’re receiving the best care possible.

4. Invest in Education:
Work with HR and other departments to promote understanding and education through forums and internal sessions. Implement comprehensive training programmes that:

• Educate All Employees: Engage with organisations like the Employers Network for Equality & Inclusion (enei), which offers Trans and Gender Identity Awareness Training focused on raising understanding and awareness of transgender and gender-diverse identities and experiences.

• Provide Specialist Resources: Utilise e-learning programmes from the Gender Identity Research & Education Society (GIRES), designed to help organisations better support and work with trans and gender-diverse people.

5. Listen and Evolve:
Your employees are your best source of insight. Regularly ask for feedback and be ready to tweak your plan so it continues to meet everyone’s needs.

How Healix Health Can Help

At Healix Health, we’re all about creating healthcare solutions that work for real people. Our Corporate Healthcare Trusts give you the flexibility to build a plan that fits your unique workforce. With our digital platform, Healix ConneX, employees get fast, friendly access to healthcare services—no matter where they are. And our expert team is always on hand to help you review and improve your plan, ensuring that it’s as inclusive and effective as possible.

In a Nutshell

When you offer an inclusive healthcare plan, you’re investing in your people. You’re saying, “We see you. We support you. And we’re here to help you thrive.” It’s about more than compliance—it’s about compassion, respect, and building a workplace where everyone can bring their whole self to work.

Ready to take the next step? Let’s talk about how we can help you create a benefits package that truly makes a difference.

1. UK Public General Acts, Equality Act 2010, https://www.legislation.gov.uk/ukpga/2010/15/contents