Fertility Benefits in Organizations: Quid Pro Quo or Pro Bono?

Fertility benefits, such as egg freezing, IVF, intracytoplasmic sperm injection (ICSI) and sperm freezing are becoming increasingly widespread to attract and retain talent in organizations. While the inclusion in recent years of ‘male-focused’ fertility benefits makes sense form an equity perspective, it is fertility benefits aimed at female employees that has generated much discourse over the past decade. How such benefits are perceived and experienced by current and prospective employees, is crucial in determining their efficacy in attracting and retaining top talent, and more importantly, in determining the dynamics of the employment relationship. There is, however, a lack of guidance on how to effectively design, communicate and implement such benefits. In this paper we apply a multi-theory lens to explore whether these ‘benefits’ come with strings attached, or whether they are truly a giant step forward in the elusive search for equality and equity in the workplace. Who really benefits from fertility supports in the firm, those in receipt of them, or those who control when family building can happen? Therefore, we ask the question: Are fertility benefits a case of Quid Pro Quo, or Pro Bono?