And because American companies operate in an employer-sponsored health care system, access to reproductive health care is a workplace issue that companies need to address – not an unrelated political conversation that can be ignored.Ĭorporate leaders enter this conversation amid historic highs – and growing expectations – of business action on societal issues, such as racial equity and climate change. The fallout from Dobbs is likely to mean even more challenges in attracting, developing, and rewarding women. Before Dobbs, corporate leaders were already being advised by experts to create new work environments to retain the women in their workforces and, in many cases, attract them back. According to the Institute for Women’s Policy Research (IWPR), there are still 2 million fewer women in the workforce than there were two years ago.Īmid a competitive talent marketplace, employers have a responsibility to solve for the issues facing their workforce – and will suffer recruitment and retention consequences if they don’t. That was before women left the workforce in droves due to remote schooling, daycare closures, and a variety of caregiving challenges wrought by the pandemic that primarily fell on women’s shoulders.

Black and Hispanic women made 58 cents and 49 cents, respectively. As of 2020, on average, white women still made 73 cents on the dollar compared to their male counterparts. The overturning of Roe comes on the heels of two and a half painful years for American women.

They shouldn’t be – and they should consider this a moment to step up for their current and future employees. Jackson decision, many of the corporate leaders we’ve spoken with have found themselves surprised at the magnitude of response from those on their teams. Since the Supreme Court voted to overturn Roe v.

Roe vs wade impact on society