Human Resources offers inclusive employee benefits

Building a more inclusive community at Colorado State University is a shared goal, and one that Human Resources embraces by providing inclusive benefits to our faculty and staff.

Employees can skip health benefits, leave options and wellness programs designed specifically to support all gender identities and people of color. While medical insurance benefits are largely dictated by the companies that provide them — like Anthem, Cigna, and Kaiser — the Office of Human Resources pushes these partners to expand their resources.

“We believe that supporting a diverse workforce is not only the right thing to do, it also enhances the productivity, creativity and professional growth of all employees,” said Robyn Fergus, vice president of human ressources. “By valuing the strengths that each employee brings to the table, we optimize our strengths for the benefit of the university and all of our faculty and staff.”

Examples of inclusive benefits available to employees – entirely dependent on the medical plan they choose and other eligibility requirements – include medical insurance coverage options for legal, common-law and common-law spouses of same-sex or opposite-sex and domestic partners, and other dependents who are eligible for and hormone therapy coverage. Before choosing a plan, you can consult with your insurance company to find a plan that suits you and your family.

Same-sex partners and spouses are also entitled to paid parental leave, paid sick leave to support a family member, and paid leave to volunteer at their children’s public schools.

All employees can also access the Employee Assistance Program. Program partner ComPsych offers links to inclusive mental health resources, including Servicios De La Raza, which provides culturally and linguistically appropriate behavioral health support in English and Spanish, as well as programs such as Queer Asterisk, The Trevor Project and the Black Mental Health Alliance.

“The University strongly supports and advocates that companies that provide medical benefits advance inclusive benefit offerings. Inclusive benefits improve employee health, prevent the onset of medical conditions, and promote equity to help all of our employees namely that the university values ​​their health and well-being,” said Teri Suhr, who oversees CSU’s benefits programs as the university’s chief total rewards officer.

For a list of inclusive benefits, see hr.colostate.edu/inclusive-benefits/.

The benefits available to employees are dictated by their type of classification, such as administrative or state-classified professional, as well as the health plans they choose, their full-time or part-time status, and other factors that define general eligibility for health benefits.

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