{"id":322619,"date":"2024-12-05T10:54:08","date_gmt":"2024-12-05T16:54:08","guid":{"rendered":"https:\/\/www.liveaction.org\/news\/?p=322619"},"modified":"2024-12-09T22:56:50","modified_gmt":"2024-12-10T04:56:50","slug":"investigative-report-fortune-100-families-abortion","status":"publish","type":"post","link":"https:\/\/archive.liveaction.org\/news\/investigative-report-fortune-100-families-abortion\/","title":{"rendered":"Report shows which Fortune 100 companies have pro-family policies… and which don’t"},"content":{"rendered":"
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A new investigative report<\/a> from Ethics and Public Policy Center (EPPC) scholars Nathanael Blake and Alexandra DeSanctis delves into the policies of Fortune 100 companies regarding things like abortion travel, parental leave, adoption benefits, and more. While many corporations include some pro-family policies, abortion is increasingly being paid for by employers \u2014 a contradictory notion that incentivizes abortion.<\/p>\n

What the report shows is that many Fortune 100 companies are not fully transparent about the pro-family benefits they boast of having. While most do have parental leave policies, nearly twice as many companies are willing to pay for abortions, but not child care \u2014 illustrating that there is still a long way to go for corporations to enact true family-friendly policies. In addition, corporations often fully cover abortion for employees, even if it involves travel expenses, while they only partially assist employees with adoption expenses and maternity leave.<\/p>\n

The authors note:<\/p>\n

Other elements of the apparent flexibility these corporations offer reveal a misguided view of how to integrate parents, especially mothers, into the workforce in a way that respects human dignity and a proper understanding of human nature. Abortion, for instance, ends the life of an unborn child, and corporate support for abortion suggests that companies would prefer to pay only once\u2014for the abortion\u2014than to pay in a number of other ways if a female employee chooses to give birth to her child.<\/em><\/p>\n

An employee\u2019s choice to have a child may require corporate expenditures on prenatal and maternal health care, parental leave, and childcare costs, as well as the potential loss of the employee to full-time motherhood. Covering 100 percent of the cost of an abortion, even if it involves travel, is much cheaper than funding maternity leave and these other costs. <\/em><\/p>\n

Likewise, even seemingly generous family-building benefits, such as adoption assistance, may cover only some of the total cost to an employee, in contrast to full coverage for an abortion and potential coverage for abortion-related travel costs.<\/em><\/p>\n

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