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Sign on to the Don’t Ban Equality Statement
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Calls to Action
Business leaders can take a variety of internal and external actions to protect the health and rights of customers and employees and their families. Such measures offer documented business benefits, including making employers more attractive to young, upwardly mobile talent and mitigating reputational risk.
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Ensure company benefits support the full spectrum of workers (including part-time and hourly workers) and their reproductive health care needs. Include travel benefits for all necessary health care that is not available in the state where an employee lives.
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Engage, even if in private, on the business arguments for reproductive health policy at the state and federal level. Don’t Ban Equality sends monthly policy updates to our signers to help business leaders stay informed on the issues.
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Include state restrictions on reproductive health, alongside a broader workforce, operating, cost, and risk considerations, in decisions on organizational footprint and event locations. For small- to mid-sized businesses, this consideration is especially important. When a business does not have operations in multiple states, it cannot offer relocation or recruitment choice to employees for whom reproductive care access is a priority; and travel and time off to support an employee who must travel to seek care can be financially onerous.
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Data collection creates risks for individuals seeking reproductive care, and providers who care for them. Include these risks as an important consideration in decisions about data collection, retention, and sharing; user transparency and control; message and data encryption and deletion; anonymization of location data associated with healthcare sites; and opt-in vs. opt-out privacy protections. Train employees on how to handle legal requests to access user data. Avoid collecting and retaining sensitive employee health information, including out-of-state travel to access health care. Delete employee health data when it is no longer needed. Do not share or sell employee health data.
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Provide paid time off to vote; recruit and recognize employees who serve as poll workers; and engage with lawmakers to express support for elections through investment, reform, and safety lenses.
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Include workforce, healthcare access, and equity commitments in political giving considerations. Companies that continue to give to anti-abortion lawmakers for business reasons can lean into their influence to share the business impacts of restrictions and bans.
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Analyze corporate matching and workplace giving to ensure that anti-abortion organizations are not included in matching, payroll deduction, and other workplace giving programs.
