What Employers Should Look for in Inclusive Dental Benefits
Inclusivity in the workplace begins in the details, not just in policy, but in the everyday experience of showing up and feeling like you belong. For GSBA members, that commitment already runs deep. Dental benefits are one practical, often overlooked place where that commitment can show up in a tangible way.
The gap is real, and your benefits can help close it
Research from the CareQuest Institute puts some striking numbers behind what many employees experience quietly. Compared to non-LGBTQ+ adults, LGBTQ+ adults are:
- 77% more likely to have gone to a hospital emergency room for dental care in the past year
- 58% more likely to say it would be hard to get dental care when they need it
- 45% more likely to feel self-conscious or embarrassed about their teeth or mouth
These numbers point to a real gap. Closing it starts with employers asking whether their benefits are working for everyone, including LGBTQ+ employees who may face added barriers to access and comfort in care settings.
Routine dental care works best when it is easy to access and feels safe to use. When employees can get ahead of small issues before they become bigger ones, everyone benefits.
The right priorities when evaluating dental benefit options
Whether you are choosing a plan for the first time or reviewing what you already offer, a few qualities help make dental benefits more inclusive. For LGBTQ+ employees, these features can directly affect whether care feels accessible, safe, and worth using.
A few high-impact places to focus:
- Make it easy to find the right provider. Delta Dental of Washington’s Find a Dentist tool lets members filter by language, gender, specialty, and ratings. When out-of-pocket costs are not a barrier, employees are more likely to schedule routine care, which can help reduce disparities in access that disproportionately affect some populations, including LGBTQ+ adults.
- Strong preventive care coverage. When out-of-pocket costs are not a barrier, employees are far more likely to schedule that routine cleaning or exam. And those visits matter. Dentists can catch early signs of cavities, gum disease, and oral cancer before they become serious.
- Offer real support when questions come up. Navigating benefits is easier when employees can get a clear answer without being transferred three times. Delta Dental of Washington’s member support team resolved 96.9% of service calls on the first contact in 2025, so employees spend less time on hold and more time actually getting care. For members who want to talk through symptoms or get guidance before booking an in-person visit, virtual dental services are also available as a convenient first step.
What this looks like in practice
You do not need to overhaul your benefits to make a meaningful difference. A few things that move the needle:
- Promote your provider search tools so employees know they can find a provider that is the right fit for them.
- Talk about dental benefits outside of open enrollment. A well-timed reminder that preventive care is covered can meaningfully increase utilization.
- Ask your team. A short benefits survey can surface needs and preferences you might not otherwise hear.
Your benefits play a meaningful role in creating an inclusive workplace. Dental coverage that is easy to use, simple to navigate, and built to support employees’ real needs is one practical way to turn that commitment into everyday action.
Delta Dental of Washington is proud to partner with GSBA, the largest LGBTQ+ and Allied Business Association in North America, in supporting Washington’s LGBTQ+ business community.
Works Cited
- CareQuest Institute for Oral Health. Oral Health and the LGBTQ+ Community: A Snapshot of Disparities and Discrimination.
- MouthHealthy. “Oral Cancer.” American Dental Association.
- Delta Dental of Washington. Performance Guarantees Final Results. 2024. Unpublished internal report.
