If you missed our blog post last week, we are putting a spotlight on PCOS and exploring how it effects on women, families, and fertility throughout the entire month of September.
For women with PCOS, this diagnosis does not mean they will not be able to conceive naturally, but fertility treatments are often a reality. From $20 per month for oral medications, to $2,000 per month for hormone injections, to $20,000+ for a single round of IVF, getting pregnant is often an emotionally and financially stressful experience for people with PCOS.
Today we’re excited to announce that during PCOS Awareness Month, we’ve started a fund to which we will contribute $500 for every new customer that is referred during September.
The total funds raised will be used to help fund fertility treatments for people who might not have been able to afford them otherwise.
Do you know a company our team should talk to about fertility benefits? Send us your referral today: nubundlepcos.splashthat.com
September is National PCOS Awareness Month and Nubundle is proud to be a supporter of furthering education and raising awareness to help fight PCOS.
Did you know Polycystic Ovarian Syndrome (PCOS) occurs in 1 in 10 women? It is also the number one cause of fertility problems in women according to the National PCOS Foundation. It’s pretty safe to say that at whatever size and type of company you’re a member of, there is an employee who has been impacted in some way by this disorder.
Today, July 25th, is a day worth recognizing in the world of fertility services and reproductive medicine.
Forty-one years ago, Louise Brown became the first baby to be born from in vitro fertilization. This historic moment over 40 years ago paved the way for hopeful parents-to-be all over the world. It has been reported that more than 8 million babies worldwide have been born via IVF since 1978.
If you ask most people how much IVF or similar treatments cost, they might make an educated guess that it’s in the thousands, but they would most likely greatly underestimate the true cost.
CNBC recently published an article titled “Coverage for fertility treatments often comes up short” that takes a deeper look at the staggering costs hopeful parents-to-be are hit with as they explore fertility treatments, and how the majority of employer benefits and insurance plans do not provide the right coverage.
Recently, the Society for Human Resource Management (SHRM) released its annual benefits report. The 2019 Employee Benefits Survey is an important tool for employers, HR teams and brokers to better understand the current benefits landscape. According to the report, this year “Employers were more likely to increase offerings in all benefits categories than to decrease offerings.”
With more than 250 benefits included in the report, there is a lot of information to process, which is why we wanted to dive a little deeper into what the report says about fertility benefits and procedures.
According to SHRM’s findings from 2015-2019, IVF coverage and other fertility procedures decreased year over year. In fact, IVF and other infertility procedures were formally offered in benefit plans less than 20% of the time in 2019, dropping about 10% in frequency over 5 years.
When we think about supporting female talent and mothers in the workplace, what is the first thing that comes to mind? If it’s creating better maternity leave policies, you’re likely not alone in this thought. Longer, more supportive, and paid maternity leave continues to be a focus for employers that seek to emphasize to current and potential female talent that they are valued after becoming a mother.
As we come to the end of Pride Month, we couldn’t pass up an opportunity to highlight a few of the awesome employers who are headquartered in Chicago (the home of Nubundle!) that provide outstanding support and resources to their LGBTQ employees.
Starting a family is a different journey for everyone. This is especially true for members of the LGBTQ community who are presented with unique challenges (financial and emotional) that many employers still don’t recognize or take into consideration when building a comprehensive voluntary benefits plan.
When the conversation around careers and parenting arises, most everyone in the workforce is familiar with the challenges and issues working mothers face. The good news is there has been steady progress in the right direction to create a more supportive work environment for female employees when they are starting to think about a family, during pregnancy and of course, post-partum while on maternity leave.
So, what about dad? After all, fathers come in many different shapes and sizes – married, divorced, single, gay, straight, etc. – and traditional family benefits are no longer one size fits all.
The female talent pool in America is growing and now makes up over half in universities, grad schools, and law schools(1). Companies that tap into this talent pool and recruit women for management roles outperform their industry averages on many metrics, including profitability (ROE, EBITDA, and stock price growth)(2). And yet, many companies struggle to retain this talent pool once those women become mothers.