We reached out to companies in March, asking them to answer the following questions:
- Company name
- Contact name and email
- What percent of your U.S. workforce are women?
- Does your employee healthcare policy cover abortion care in states where that is legal?
- Does your employee healthcare policy cover birth control?
- If your employee healthcare policy does not cover abortion or birth control, please explain why that is.
- Have your employees expressed concerns about abortion access and/or the impending Supreme Court decision on abortion? If so, can you elaborate on those concerns and share any details on how your company responded?
- Has your company made any public statements about its stance on abortion access, and/or would you like to do so here?
- If your company has taken a public stance on abortion, which of the following things have you done? (Please elaborate if you choose “other.”)
- Communicate your support for abortion access to all employees
- Provide comprehensive abortion coverage (i.e. insurance coverage or subsidies) to employees, and clearly communicate the policies
- Donate to organizations that support abortion rights and promote abortion access
- Make financial contributions to politicians who support abortion
- Other:
- If the Supreme Court overturns Roe v. Wade, how does your company plan to respond? For example: Do you have plans to help ensure your employees can access abortion care, or provide insurance coverage for the abortion pill? (Please elaborate if you choose “other.”)
- Consider moving corporate location to a state with better access to abortion
- Lobby the governor/state legislature to advocate for abortion access
- Support employees who require abortion access by (providing financial support for abortion, time off to travel, etc.)
- Expand insurance coverage to include access to abortion pill
- Other:
- Is there anything else you’d like to share?