BIP Summer 2025

“ There are things we can do right now that cost little and change everything.” — Dr. Mache Seibel

A Culture of Belonging Changing that culture is not easy, but it is possible. The DEIB Committee is working behind the scenes to make inclusion more than a talking point. “We’re not married to the name ‘DEIB,’” says DeRico. “We’re married to creating a culture of belonging.” That shift matters, especially when the national discourse may feel like the concept of inclusion is becoming a political target. “We want to reflect the communities we serve,” adds NABIP DEIB committee member Lizz Ortolani. “If you want to increase membership and attendance, you need a culture where the newest person feels like the most important person in the room.” The DEIB Committee has launched a newsletter, restructured its leadership training materials and is currently developing a Faces of NABIP video campaign that showcases the diverse identities and lived experiences within the organization. [See ‘Inside NABIP’s DEIB Mission’ sidebar on p. 38 for more details.] “We want members and future members to see themselves in this association,” DeRico says. He emphasizes that the work is both practical and aspirational. “We’re talking about things like having sign language interpreters, closed captioning and materials available in Spanish,” he says. “It’s about meeting people where they are.” Redesigning the Benefits Experience Benefit professionals don’t have to wait for legislation to do better. Every employer relationship is an opportunity to embed equity into healthcare access and experience. That includes making plan design more inclusive — covering hormone therapy, tailoring mental health support, enabling ERGs to thrive and equipping EAP clinicians to talk about menopause.

It also means training managers to listen with empathy, as Basnight-Menendez encourages in corporate sessions.

“I tell them, lead with empathy and listen. You don’t have to know what menopause feels like to support someone who’s going through it,” Basnight Menendez says. For Goulmamine, success looks like awareness built into daily operations. “Include menopause in your wellness calendar. Offer access to health education in onboarding. Make the topic normal, not taboo,” she says. From Awareness to Action “There are things we can do right now that cost little and change everything,” says Seibel. “Flexible start times, temperature control, access to care — these aren’t luxuries. They’re retention strategies.” Education is the thread that ties it all together. “People can’t advocate for what they don’t understand,” says Glover. “We need to normalize the language so people can recognize what’s happening and ask for what they need.” For the benefits industry, inclusion isn’t a side project. It’s a responsibility — and an opportunity to improve the health and longevity of the workforce. “We want to build something that lasts,” says DeRico. “This generation lays the foundation. The next one builds the rocket. The one after that gets to fly.

CHECKLIST FOR MENOPAUSE INCLUSIVE BENEFITS

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Coverage for hormone therapy and pelvic health services Menopause specific EAP and mental health training Flexible work options and PTO accommodations

Onboarding materials that include menopause education

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Support for employee-led ERGs or affinity groups

Summer 2025 bip magazine 39