reproductive health care, including access to abortion, isn’t just a personal matter—it’s a workplace issue. Why? Because employees can’t bring their best selves to work if they’re stressed, unsupported, or facing barriers to essential care. And let’s be real—when employees thrive, businesses thrive. So, if you’re a manager or leader, it’s time to step up and make sure your team knows you’ve got their back.
Not sure where to start? Don’t sweat it—I’ve got you covered. Here are five actionable ways managers can support employee access to reproductive health care, no awkward conversations required.
1. Know the Policies (and Communicate Them Clearly)
First things first: do your homework. Does your company’s health insurance cover abortion and other reproductive health services? Are there travel stipends or other benefits for employees in states with restrictive laws?
If the answer is “I’m not sure,” it’s time to find out. Once you’ve got the details, make sure your team knows what’s available to them. Pro tip: Share this info in a neutral, judgment-free way. A quick email or FAQ guide can go a long way without putting anyone on the spot.
2. Advocate for Comprehensive Benefits
If your company’s benefits are lacking, don’t just shrug it off—speak up! Push for policies that support reproductive health, like coverage for abortion, paid leave for medical appointments, and travel assistance for out-of-state care.
This isn’t just about doing the right thing; it’s about staying competitive. Employees are watching how companies handle these issues, and trust me, no one wants to work for a company that’s stuck in the Stone Age.
3. Create a Judgment-Free Culture
Let’s get one thing straight: no one should feel judged or stigmatized for their personal health decisions. As a manager, you set the tone. Be approachable, respectful, and keep your opinions out of it.
If someone comes to you for support, listen without interrupting, offer resources, and respect their privacy. And hey, if you’re not sure how to respond, a simple “Thank you for trusting me with this. Let me find out how we can help” works wonders.
4. Offer Flexibility
Life happens, and sometimes employees need time off for health reasons—including reproductive care. Be flexible with scheduling, offer remote work options if possible, and don’t make people jump through hoops to get the time they need.
Here’s a bonus tip: Don’t wait for employees to ask. Proactively remind your team about your company’s leave policies and encourage them to take care of themselves.
5. Educate Yourself and Your Team
This topic can feel tricky, but ignorance isn’t an excuse. Take the time to learn about reproductive health care, state laws, and the challenges employees might face. Share resources like webinars, articles, or guest speakers to help your team stay informed, too.
Remember: knowledge is power, and the more you know, the better equipped you’ll be to support your team.
Why This Matters
At the end of the day, supporting reproductive health care isn’t just about checking a box—it’s about creating a workplace where employees feel valued, respected, and safe. And let’s be honest, that’s the kind of workplace people actually want to be part of.
So, managers, it’s time to step up. Your team is counting on you to lead with empathy, action, and a little bit of guts.
