As the overturn of Roe v. Wade by the Supreme Court shakes the country, many companies have found themselves in the eye of the storm. What are the right steps to take to protect their employees? What are the right words to express support?
Amy Spurling, founder and CEO of Compt, has stepped up to lend a hand to those wending their way through these confusing times. We talked with Spurling to get an overview of this important issue from a corporate point of view.
What are companies doing to take a stand on Roe v. Wade?
Spurling sheds some light on the equation companies are trying to solve. She has noticed those who have taken initiative have not only publicly stated they will support their employees’ choices but are also putting their money where their mouth is.
“At Compt, we help companies with employee perk stipends. In good times, when there is lots and lots of money, companies are doing all kinds of things with employee perk stipends to differentiate, attract and retain talent, everything from wellness to remote work. What we’re seeing right now is a lot of companies putting stipends in place for out-of-state care,” Spurling confirms.
Bottom line: it’s important to let your team know they will be financially supported if they need to travel out of state to receive medical care.
Who are we looking to for guidance on this?
As some companies start to dip their toes into the issue, others have already taken a strong position on the overturn. There may not be just one person or company to point to; there are a few players who stand out.
“Any help right now is good help. Katie Burke, Hubspot’s Chief People Officer, is an excellent example of a leader in the space,” states Spurling. “There are other companies who are also doing this, big brands. I don’t want to call anybody out specifically, because the other part of my comment is that a lot of those companies have also supported a lot of organizations and political leaders or made lots of campaign donations that got us where we are here today. They have played both sides of the fence. It’s put us in a position where millions of women have the potential to lose their lives.”
Consequently, it may be wise to proceed with caution, often considering the worst-case scenarios and being prepared for so.
What are companies most focused on in this process?
In the ongoing conversation on establishing ways to support one’s team, there are some potential issues on the horizon.
Medical care, travel expenses or childcare can be covered by the company, but that leads to eligibility questions. While it’s challenging to determine who’s eligible for what at smaller companies, as the number of employees grows, companies are wondering how to keep track of things. “If you have 100,000 people on your team and say, ‘Hey, everybody’s got $4,000’, and it’s an honor system, that’s hard to manage as a company. And it’s very expensive because you don’t know who’s using it for a vacation versus somebody who’s taking advantage of medical care,” explains Spurling.
Another interesting point Spurling brings to the table is state rights after the overturning of Roe v. Wade. “Who has jurisdiction if somebody leaves the state to get care? Can Texas sue me, and Massachusetts, for helping somebody leave the state of Texas? Where does Massachusetts come into play? I think there will be a lot of battles around states’ rights with this. And then obviously, with the midterms, it depends on what happens with Congress and what gets codified at that level versus going to states.
“There are a lot of unknowns right now. Which is where I really applaud companies that are taking a stand, regardless of what they did previously. If you are taking a stand right now and supporting the need for women to get health care immediately, that is the right step in the right direction.”
What can companies do, moving forward?
Even with a good step-by-step plan to ensure the health of all employees and the financial stability of the company, uncertainty about the future still lurks in every team meeting, press release or executive decision.
What to expect? Spurling takes an optimistic stand, reminding us to keep working as a team. “I think right now it’s going to be important for companies to not get too deep on the analysis-paralysis side of things. There’s going to be a risk with this. Regardless of how you approach it, there’s no way to remove risk and stay in compliance with the laws as they’re written right now. So, make sure that you are taking steps to support people.
“You’re not alone. Everybody is trying to figure this out.”
If you’d like to learn more about the additional ways you can support employees through Roe v. Wade and other difficult times, like with an out-of-state care stipend, please reach out to Compt at amy@compt.io.
Read Our Perspective: The Dismantling of Roe v. Wade Protections for Women.
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