Just over two years ago, Gov. Blagojevich signed an administrative order extending health, dental, and vision insurance coverage to same-sex partners of state employees. In doing so, Illinois joined 14 other states and the District of Columbia in providing equal services to all its public workers. According to a new study (PDF) by the Center for American Progress, it was a valuable move -- inclusive benefits laws have virtually no downsides and come with a few perks, too:
Minimal costs: The benefits would create only a marginal added cost. In Iowa, for example, only 0.5 percent of benefit spending goes toward domestic partners. Even this percentage is higher than we expect the federal government would experience, since many states include both same-sex and different-sex partners in their domestic partner benefit programs, unlike the proposed federal program.
Higher retention and recruitment rates: Gay and lesbian employees often cite benefit programs as a key factor in their decision to leave or stay at a job. As more private-sector employers offer domestic partner benefits, states such as Vermont and Washington have found that matching this benefit helps them to attract the best workforce
Strong public support: When Arizona considered offering domestic partner benefits in 2006, 787 of the 913 public comments concerning the decision were supportive of extending the benefits. Recent polling also shows that 69 percent of Americans believe that same-sex partners should receive benefits.
No comparable law exists at the federal level, although six Illinois Democrats have signed on as co-sponsors to the Domestic Partnership Benefits and Obligations Act of 2007, which should be passed soon.
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