Abortion: corporate perk, performative pledge, or genuine action?

It has been three weeks since the US Supreme Court decided that women should not have the right to decide for themselves about their own bodies and lives. Three very long weeks.

In case you’ve forgotten already, in the United States on June 24, the Supreme Court overturned Roe v. Wade, leaving 33.6 million women of reproductive age at risk of losing access to abortion. Abortion access was already being restricted in some states, and others enforced a ban almost immediately following the ruling. To date, abortion is illegal in 8 states and many more have expressed an intention to make it illegal soon.

Patients, health practitioners, lawyers, and politicians have been trying to understand the ramifications of this. Some states have even halted services amidst the confusion. Who’s paying the price for this? Women.

But uncertainty has been cast over just about everyone, including the private sector.

In the wake of Roe v. Wade being overturned, some companies and corporations have been quick to show support and highlight what steps they will take to help their employees.

Disney, Meta, Buzzfeed, Dick’s Sporting Goods, Amazon, Starbucks, and Netflix are among some of the companies that have gone public stating that they will reimburse employees who need to travel to other states to access legal abortion services. Many already covered abortion care but they are now expanding to include travel costs.

The public were quick to applaud such gestures. Meanwhile, I wondered, are these companies really supporting reproductive rights — or simply appeasing women as part of their public image amidst moral outrage?

Cynicism, yes. But with reason. After all, how many times have we seen corporations jump on board for International Women’s Day only for it to be performative and short-term, with zero tangible change for women once the pink streamers come down.

A reimbursement for abortion care is a lot more than cupcakes for International Women’s Day, no doubt. But — and there’s always a but! — many of these companies had actually donated to the Republican Party and its candidates. JPMorgan, Chase and Co., Johnson & Johnson, Dick’s Sporting Goods, and Meta are just some examples. Meaning, they knew that women’s rights were being traded away as part of the party platform.

Hmmm… dubious.

So, what’s behind the corporate abortion bandwagonning? Is it genuine? Is it enough? And, is it viable for those who are on the fence — or those who are unable to publicly proclaim support for fear of alienating part of their client base?

It is clear that covering the cost of an abortion is significantly cheaper than providing maternity leave — and corporations have the added bonus of basking in the glow of the public’s good graces. Economic benefits there too, undoubtedly.

Wait — corporations only thinking about the bottom line? Shocker.

I hear you. Let’s come up with some options to make this work. Because we all need to make this work. For women.

Plus, there is so much more companies can do beyond publicly proclaiming to pay for women to travel to other states. Looking good and doing good means not just abortion but also comprehensive options. Offering to pay for travel is great — if it also includes stronger parental leave policies. And better health insurance. And flexible working arrangements. Just sayin’.

If we’re talking bottom line, providing people with the full range of resources is actually how we reduce the need for abortions — contrary to what some politicians would have us think!

Let’s also recognize that while some companies can make public proclamations of support, not all of them are able to do so, even when their politics aligns with women’s rights. Arguably, there is a risk in speaking out and potentially losing or alienating their client base. The urgent need to support women — and health care providers — far outweighs corporate risk in my mind. But I’m not running the company! So, for companies who have just dipped their corporate toes in these waters, and for others who haven’t — or can’t, or won’t — here are some things you can do to make a difference for women:

1. Company health policies. Companies can take the opportunity now to introduce or reform adjacent policies for the benefit of employees — especially women. For example, company-provided health insurance should include family planning like contraceptives and all abortion options. They can also provide paid leave for obtaining reproductive health services, including those out of state if necessary. Companies can expand reproductive healthcare without publicly taking a prochoice stand — as much as I wish they would! Reproductive health is healthcare, after all.
2. Company family policies. Greater childcare provisions, increased parental leave plans, and even better paid time off arrangements will go a long way in making life easier for women and parents. Such support systems also decrease the need for abortions as people will be better equipped to have a family and work. They’ll be better equipped to make a choice.
3. Company HR policies. Provide women-friendly work spaces and policies such as flexible hours and hybrid working arrangements that allow employees to work remotely. Private rooms to breastfeed are also part of good company practice. Women-friendly policies are actually human-friendly. Flexible, safe work environments are better for all of us.
4. Company donations. Many companies donate to organizations that reflect their beliefs — here are some good ones. The company’s corporate social responsibility activities could include donating to women’s groups — especially those who support sexual and reproductive health and rights. Collectively contributing to a cause has been shown to increase employee engagement which in turn adds to workplace satisfaction and performance. It can also demonstrate personal interest in the lives, priorities, and values of employees.
5. Matched employee donations. Alternatively, companies can offer to match employee donations to a charity of their choice. For example, individual employees (or a small collective) might elect to fund programs that are pro-choice, or those that curb domestic violence and sexual abuse. Employers can match these donations without taking a public stance. Not only does this mean more funds go to the charity, it also means the company’s values and ethics align with employees which will increase satisfaction and retention.
6. Company donations to candidates who support women’s rights. For companies who are politically inclined, I’d suggest putting resources into the right candidates — those who actually care about and are committed to rights, justice, equality. And conversely, stop funding entities that actively violate women’s rights. Yelp is a good example of a company that suspended its donation to anti-choice politicians and will “consider policy positions that violate its employees’ human rights before making any political contribution.” Yes! So, use your dollars wisely.
7. Build a better corporate culture. Education and awareness-raising is a good place to start. Help everyone in the company understand why these things are important. Companies can organize workshops and training on combating microaggressions and biases, for example. They can also arrange seminars or highlight resources on gender inequities, pay gaps, and other such problems women face in the workplace. Not only does it serve to educate staff, it indicates company policy is inclusive and working to counter discrimination.
8. Women’s networks. While it is not the job or the burden of women to raise these issues, fostering women networks and mentoring programs can be useful tools and support mechanisms in workplaces. These networks can also advocate and apply pressure on the company to hold them accountable on their commitments to positive change.
9. Women’s leadership. Cultivate an environment that sees more women in senior leadership. I mean, how many of these corporations actually have women in senior positions? Not enough. Sprouting commitments to equality ring hollow unless they are matched with real action. Women need to be at the forefront and in all positions of power, leadership, and decision-making. It’s about time.

The bottom line is this: investing in reproductive health and expanding policies in favor of women’s rights and gender equality is now more critical than ever. In business language, it allows people to fully engage in the workplace and ensures that companies benefit from a more productive workforce - which clearly also improves the bottom line.

And, also, how about this: it’s the right thing to do.