We all want to feel valued and respected — especially at work, where we spend so much of our time and energy. One way in which Cox shows up for employees and their families is through benefits.
From comprehensive healthcare options and equitable family leave policies, our health and wellness benefits are designed to meet the diverse needs of all employees, including members of the LGBTQIA+ community.
Cox has been named one of the best places to work for LGBTQIA+ equality in the annual Human Rights Campaign’s (HRC) Corporate Equality Index. For several years running, Cox has received a perfect score for our ongoing commitment to supporting an inclusive culture for employees and their partners and providing inclusive medical benefits.
What kinds of LGBTQ+ inclusive benefits does Cox offer?
- Gender affirmation services to support employees and/or dependents over age 18 experiencing gender dysphoria and/or gender incongruence. This includes newly added procedures, such as voice modification surgery, voice modification therapy and travel and lodging expenses (up to $10,000 if there are no in-network providers within 100 miles of your home).
“I got to add my spouse to my health insurance from day one, before we were ever married, knowing they could receive any and all gender affirming healthcare if they needed it.”
- Benefits coverage to same-sex spouses and domestic partners of full-time employees, including their children and any children for which the employee, spouse or domestic partner has guardianship. “Long before same-sex marriage was legal, we covered spouses and domestic partners,” said Maureen Clark, a senior benefits manager at Cox. “We’ve never defined gender on that — that’s not something that matters with regards to the plan.”
- Preventive care is covered 100% under the Cox medical plan using in-network providers, regardless of the gender assigned at birth.
- Fertility coverage through Progyny — regardless of gender and gender identity, sexual orientation, marital status or infertility diagnosis.
- Adoption assistance of up to $5,000 per adopted child, including family members or stepchildren.
“My husband and I are the proud parents of two teenagers, and Cox and the Pride ERG were with us every step of the way to help us on our journey of becoming dads.”
- Access to a care advocate through the Cox medical plan for one-on-one support on more serious health concerns.
- Wellness forums guided by a licensed clinical social worker to help employees manage and cope with different challenges and emotions.
- Employee assistance program through Resources for Living, which offers 8 free counseling sessions per topic per year to all Cox employees and members of their household.
- Virtual doctor visits via Teladoc for non-emergency conditions, including general medical concerns, dermatology, and mental health.
- A Dependent Care FSA where employees can put aside up to $5,000 pre-tax annually to help pay for childcare services.
- 8 weeks of paid parental leave in the first 12 months after the birth, adoption or foster placement of a child.
- Ongoing events hosted in partnership between the wellness and benefits team at Cox and Pride, Cox’s LGBTQIA+ employee resource group (ERG).
- Brightline provides kids and teens with virtual therapy, psychiatry and coaching for issues, such as cyberbullying, body image, ADHD, depression and anxiety. “[Brightline] also has a big focus on the LGBTQ+ community,” said Mary Groover, lifestyle benefits manager at Cox. “Like how to help your child navigate through different feelings and coming out — Brightline has a lot of different resources to support that.”
Beyond supporting employees and their families through comprehensive benefits, Cox is dedicated to fostering a culture of belonging that champions education, advocacy and allyship. Discover more about our commitment to inclusion and belonging at Cox, and see how our Pride ERG helps make Cox an even better place to work.
