It’s June 24, 2022. I’m standing at the Legislative Plaza in Nashville, TN, surrounded by hundreds of protestors. To my right is a group of women in their seventies. This is my first time attending a pro-choice rally, but it’s far from theirs. They attended countless protests throughout the 1960s and 70s to pursue federal protection for abortion rights.
After winning the fight for their right to choose, these women never expected to find themselves protesting the same issue again half a century later.
In a landmark ruling last Friday, the United States Supreme Court voted to overturn Roe v. Wade, the 1973 court case that declared abortion a federal constitutional right. People of all ages and genders flooded the streets in protest of the ruling that overturned 50 years of legal precedent. The right to an abortion is no longer protected federally, and is left up to the states themselves - at least 21 of which are poised to ban abortion as quickly as possible.
There was an uproar of outrage across the nation as the impact of this decision will be felt by any person who has a uterus, from young girls who were abused to older women experiencing complications with a geriatric pregnancy. The court’s suggestion that it may look to overturn other decisions such as Griswold v Connecticut (which granted rights to contraception in the United States) and gay marriage has people further on edge and nervous about the future of their rights.
As an employer, how do you handle such a momentous event that impacts people of all levels at your workplace?
Companies based in states with severely limited access to abortion may face problems with the recruitment and retention of employees.
A study conducted in March 2022 by Morning Consult found that working adults value the social policies of an organisation when considering relocation. Furthermore, employed adults preferred to live in a state where abortion is legal by a 2:1 margin.
Roe’s impact will surely affect relocation discussions, with a full ban already in place in many states across the South. In response, several major corporations have vowed to reimburse employees travelling out of state for abortion access and stated their full support to any employee needing to do so.
Two such companies were tech conglomerates Amazon and Meta, which also dealt with internal communications issues from passionate employees both for and against Roe. Abortion rights have long been a divisive issue in an already polarized country, and Slack messages within the organizations got heated following the overturning of Roe.
Is this issue something that should be discussed in the workplace?
Its overarching effects cannot be ignored, with 59% of Americans (67% of women) disapproving of the court’s decision. The mental health and well-being of employees have been affected by the ruling as well.
In such uncertain times, it’s important to remain empathetic to how employees, especially women and non-binary/transgender employees, are affected by last week’s news.
Your company may consider following the lead of larger organisations and offering benefits that cover the costs for employees to travel out of state for abortion access. This could minimize the chances of them moving away from your company to a state where abortion is legal.
You can also consider how your benefits affect parents and pregnant employees, and re-examine family leave policies to ensure you’re supporting employees, no matter what decision they make.
From a mental health standpoint, you may encourage an open forum, or perhaps simply remind employees to remain empathetic and supportive in such trying times.
Pro-choice or not, most people agree that abortion is a heart-wrenching decision that is not easy for anyone to make. Discussions could likely trigger an emotional response from employees, so they should be explored with caution. It is vital to allow employees to feel heard, and they will feel more included by the organisation if someone in leadership makes a statement in support of its employees.
If you’re wondering how you can help financially, organizations across the United States are banding together to help people who need to seek an abortion.
Consider donating to organisations like The Brigid Alliance or the National Network of Abortion Funds, which will split your donation amongst several organisations in the United States. You could also consider attending a protest and hearing from grassroots leaders in your area.
Time will tell how each individual state grants or restricts access to abortion, and the most your company can do is stay well-informed and offer support to your employees at a time when they need it the most.
They will remember your choice: to support them or stay silent.
For more information on how to support employees through difficult times, or on issues related to D&I, check out our free D&I in the workplace handbook, available to download now.
