Which Workers Appreciate Employer-Provided Abortion Travel Assistance?

Since the US Supreme Court overturned Raw vs. WadeCompanies in countries that ban abortions are now considering providing travel support for employees to receive abortion services in countries that allow it.

In June and July, Washington, DC-based analytics firm Veris Insights conducted a series of surveys that determined how certain job candidate demographics feel about employers providing travel assistance for abortions.

Among the survey respondents who considered the abortion travel benefits provided by their employer to be “very important” or “essential”:

  • 55 percent of people with disabilities.
  • 52 percent are LGBTQ.
  • 46 percent were Hispanic/Latino.
  • 42 percent are black.
  • 40 percent of millennials.
  • 38 percent were fathers.
  • 37 percent are white.

Research has shown that most job candidates consider the benefits of abortion travel to be at least “somewhat important” when considering a potential employer. Overall, 40 percent considered this type of support to be “very important” or “essential.”

“[Valuing travel benefits for abortions] “Things related to employee health and the cost of medical treatment have a direct impact on how job candidates evaluate potential employers,” said Andrew Munro, Director of Experienced Employment Research at Veris Insights.

How do young people see the benefits of travel

distance Dobbs vs Women’s Health Jackson The decision, second-generation candidates 25 or younger shifted to the most interested generation, nearly doubling ratings of abortion travel assistance as “very important” or “essential” when considering a potential employer, according to the report.

Dimitri Schelst, CEO and founder of technology company OneRep in McLean, Virginia, isn’t surprised that younger employees would appreciate such support from employers.

“Even before recent legal developments related to abortion in the United States, we were seeing employers rethinking the benefits that bring the most value to an evolving workplace,” Schelst said. “It’s no secret that younger candidates look for an alignment of value when it comes to the companies they work for.”

He noted that young workers want to be valued as individuals, not just workers. Companies understand this and offer benefits that meet the needs of each individual.

“For us, this has led to a significant increase in demand for our privacy protection service over the past two years,” Shellist said. “Similarly, the provision of travel assistance provided by an employer may be viewed as a care for the individual and a natural extension of existing health care benefits already provided by the employer.”

Lack of access for persons with disabilities

A Veris Insights report indicated that more than half of people with disabilities prefer their employer-provided abortion travel benefits. This discovery exemplifies society’s longstanding desire for physical independence, according to Ariel A. Sims, president and CEO of disability advocacy firm RespectAbility in Rockville, Maryland.

“Workers with disabilities, and the disability community in general, understand the deep connection between self-determination and bodily autonomy,” Sims said. “Health care decisions and access to care directly affect our community’s chances of earning income and independence.”

a 2021 report By the National Partnership for Women and Families stated that the reproductive rights movement has not always emphasized the specific needs or challenges of people with disabilities. The movement also did not adequately consider how the histories and experiences of people with disabilities add nuance and complexity to issues of reproductive health and choice.

The National Partnership Report also indicated that individuals with disabilities are twice as likely to live in poverty as persons without disabilities. Thus, they are often unable to afford to travel for the abortion procedure.

Competitive advantage

Monroe explained that employers that provide travel assistance and other forms of abortion coverage have a competitive advantage in attracting talent, particularly among younger workers.

“A large portion of the talent market in the United States indicates that they would not consider working for an employer that does not offer benefits of this kind,” he said.

A recent report cited by the Society for Human Resource Management predicted that the number of US employers offering travel benefits for abortion services is likely to double over the next few years.

Organizations such as Starbucks, Tesla, Yelp, Airbnb, Microsoft, Netflix, DoorDash, Amazon and Walt Disney Co. have announced. And Meta and DICK’S Sporting Goods say they will cover some travel costs for employees seeking abortions in states where the procedure is legal, according to a report from New York times.

Sims said that companies that create an inclusive culture that shows they care about the health and well-being of their workforce will attract more qualified job candidates and give themselves a competitive advantage over the competition.

“Practices like this also inform potential customers about the company’s values, influencing the spending habits of smart consumers, including disabled consumers and their supporters,” she said. “Companies that provide travel assistance to access health care procedures make a statement about how they value the lives, opportunities, and independence of their workers.”

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