Why Employers Should Protect Reproductive Health Benefits
When Roe v. Wade was overturned in June of 2022, it led not only to national alarm concerning women’s reproductive rights, but to state control of abortion laws and increased impact of related employer policies.
Because employers, not government agencies, largely control the health benefits that determine worker access to affordable healthcare in the US, they play a crucial role in the quality of reproductive health services that Americans receive.
For employers with their companies’ interests foremost in mind, here are some factors that make the business case for protecting reproductive health benefits:
Strong public support for reproductive rights. As of July 2022, 75% of polled Americans supported federal contraceptive rights protections, and 61% supported legalizing abortion in most or all cases. Public opinion reflects workforce and consumer opinion. As they rely on both in order to function and succeed, companies can’t afford to stay silent on major human rights issues like reproductive healthcare access.
Marked business trends toward supporting reproductive freedom. As of August 2022, 35% of all US employers offered travel benefits for abortions, 16% planned to do so in the future, and another 21% were considering following suit. This does much to normalize employer support of abortion care and access workarounds, and if the trend continues, employees will come to expect it as part of standard benefits packages.
Attracting new talent. Women make up over 57% of the American workforce, and job applicants are increasingly looking for high-quality jobs with equitable policies and robust benefits packages. 86% of women say pregnancy control is a major factor in their career success; 56% say they wouldn’t accept a job in a state that has banned abortion. This can have an enormous impact on company recruitment and hiring efforts.
Retaining existing talent. After the Great Resignation of 2021, it’s no surprise that inadequate employee benefits can lead to high turnover rates. In direct response to the overturn of Roe v. Wade, 34% of women and men under 40 are considering leaving their companies for ones with better reproductive health support. Employee turnover costs companies considerable time, effort, money, and lost productivity—and ultimately, lost profits.
Improving company diversity and equity. Reproductive healthcare coverage is a key part of gender equity at every company, and gender equity is an important part of a company’s image with regard to overall employee diversity and equality. Qualified in-demand job candidates of various races, ages, gender identities, sexual orientations, and abilities are likely to view gender equity (which affects half of the human population) as the most basic sign of how inclusive and fair a company is in other regards.
Protect Reproductive Health with Pro Repro
Pro Repro equips businesses—particularly SMEs, middle-market companies, and non-profits—with strategies to protect the reproductive health of the 75 million American workers who can become pregnant.
Spearheaded by Gender IDEAL, we support and advocate for the advancement of women’s economic empowerment, worker rights, and workplace equity. We have created a variety of resources so that companies can ensure the economic security and reproductive health protections of their extended workforce. Contact us today to learn more, and consider making a donation to support our work!