LGBT Employees Engaging More with Workplace Benefits Following Marriage Equality Ruling of 2015

Research from Lincoln Financial Group shows LGBT individuals are
proactively making changes to their benefits through the workplace in
response to the historic Obergefell v. Hodges ruling, decided June 26,
2015

RADNOR, Pa.–(BUSINESS WIRE)–Lincoln Financial Group today released the first segment of results from
its 2016 study of American employees, the Special
Report: M.O.O.D (Measuring Optimism, Outlook and Direction) of America
on Employee Benefits
. The study was fielded in April 2016, and
uncovers working Americans’ views on a number of topics — including
financial wellness, benefits understanding and enrollment, employer
communications and more. In conjunction with the one-year anniversary of
the marriage equality ruling, and in recognition of Pride Month, the
first set of data released relates to LGBT employees and their changing
views and actions around workplace benefits.


According to the study, more than one in four (28%) LGBT employees
overall, and a third (35%) of those currently married or in a domestic
partnership have either reevaluated their workplace benefits, enrolled
in a new benefit
, or increased their contribution to an existing
benefit
as a result of the marriage equality ruling last year.

High impact on nonmedical

LGBT enrollments in nonmedical coverages — such as life, dental, and
disability insurance — show the highest levels of change as a result of
the ruling. Fourteen percent of LGBT employees who are married or in a
domestic partnership have enrolled in a new nonmedical insurance plan.
Eleven percent have enrolled in a new health insurance plan, and seven
percent have either enrolled in a new retirement plan or increased
contributions to their current plan.

“These employees are looking at the big picture. They’re not just
thinking about the most familiar benefits, such as medical insurance,”
said Eric Reisenwitz, head of product and operations for Lincoln’s group
benefits business. “As a result of the ruling, LGBT employees are
reevaluating ancillary coverages that can help protect themselves and
their families — for example, disability and life insurance. These types
of benefits help employees prepare for the unexpected, giving them a
better sense of overall security and financial well-being.”

Raising awareness: More to come

Although many LGBT employees are taking action in response to the
ruling, not all are aware of its implications to their benefits. Fifty
percent of all LGBT employees and almost 40 percent of those who are
married or in a domestic partnership are not
aware of ways in which the marriage equality ruling affects their
workplace benefits.

“Many LGBT employees are engaged and taking action with their benefits,
which is great to see,” said Lisa Buckingham, chief human resources
officer at Lincoln Financial Group. “However, there’s still room for
employers to boost these numbers. When we have a major legal change like
this, employers need to proactively educate their employees on its
effects. If we can help an even greater percentage of LGBT employees
understand the ruling’s implications, they will be able to truly get the
most value out of their benefits packages and take charge of their
financial futures.”

Additional results from the Special Report:
M.O.O.D (Measuring Optimism, Outlook and Direction) of America on
Employee Benefits
will be released throughout 2016. The Special
Report is part of Lincoln Financial’s larger M.O.O.D. study, which is
slated to launch in August.

About the Special Report: M.O.O.D. of America on Employee Benefits

Results for the Special Report: M.O.O.D. of America on Employee Benefits
are based on a national survey of employees conducted by Whitman Insight
Strategies (WINS) on behalf of Lincoln Financial Group. The research was
conducted in April 2016 among 1,154 employed adults ages 22–69. Data
shown in this report is weighted to reflect the proportion of U.S.
employees by gender, age, region, race and ethnicity based on data from
the Bureau of Labor Statistics and the U.S. Census Bureau. The margin of
error is +/- 2.80% at the 95% confidence interval for the entire sample.
For LGBT employees, the sample size is 314 and the margin of error is
+/- 5.49%.

About Lincoln Financial Group

Lincoln Financial Group provides advice and solutions that help empower
Americans to take charge of their financial lives with confidence and
optimism. Today, more than 17 million customers trust our retirement,
insurance and wealth protection expertise to help address their
lifestyle, savings and income goals, as well as to guard against
long-term care expenses. Headquartered in Radnor, Pennsylvania, Lincoln
Financial Group is the marketing name for Lincoln National Corporation
(NYSE:LNC) and its affiliates. The company had $220 billion in assets
under management as of March 31, 2016. Learn more at: www.LincolnFinancial.com.
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In January 2016, Lincoln Financial Group was recognized as a “Best Place
to Work for LGBT Equality,” receiving a perfect score of 100 percent on
the 2016 Corporate Equality Index (CEI), a national benchmarking survey
and report on corporate policies and practices related to LGBT workplace
equality, administered by the Human Rights Campaign (HRC) Foundation.
Learn more here.

Contacts

Lincoln Financial Group
Amy Ponticello
484-583-3904
amy.ponticello@LFG.com
or
Anthony
Campese
484-583-6326
anthony.campese@LFG.com