Did you guess “reproductive rights”? Oh, maybe the headline gave it away.

Many companies shy away from this conversation. I get it. It’s sticky. It’s abortion. It’s Trans rights. And it’s so much more.

But I lean into stuff like this. In fact I see it as my job.

The job of any HR professional - to create safe spaces for difficult conversations. They’re important.

This subject can be challenging because people tend to focus on how we’re different from each other rather than how we’re connected. There’s a lot of hatred in the air, which can make these conversations triggering, emotional, and exhausting.

This topic of reproductive rights tends to slip into complex territory.

It can touch on religious beliefs for some and personal rights for others. Let’s actually pause right there. Before we even get to the subject of reproductive rights, it’s imperative to note that both of these perspectives (all perspectives, actually) need to be heard and understood. 

First and foremost, as an HR professional, I believe it’s part of your responsibility to remain neutral and to respect people’s beliefs and faith, no matter where they come from. As I stated in my blog post, we all need to understand that a perspective on reproductive rights may come directly from how one was raised. Or, the conversation may conflict with a person’s worldview. 

We need to have compassion for all of it. Individuals need to be seen and heard, and conversely, they need to hear, in a non-judgmental way, why their organization has chosen to bring the conversation of reproductive rights to the foreground. Perhaps it’s an opportunity to advocate for the company to change.

Explaining why your company is introducing, or changing reproductive policies is unlikely to be resolved in one conversation. It could be difficult, and it could involve many conversations. You’ll want to explain why the company policies are written the way they are, and then help employees understand the reasoning behind them. I’ve implemented coverage ranging from IVF to abortion—really cutting edge things. But sometimes, people don’t agree with progressive policies like these.

As HR professionals, it's important for us to respect people's choices and respond with empathy.

At the heart, it's about how you get to the humanity of it; how you get to the core of what we all can believe in. We want to show up as our truest selves, confident in the decisions we make, which, in turn, give us the confidence to contribute our best selves to the work we do. Right? So, whether it’s rights about reproduction, transgender, sexuality, or IVF procedures—you have to come to a place where you aren’t too emotional about it. Separate your own beliefs and emotions to serve the individuals in your company. 

Acknowledge that it’s a difficult topic. These things are incredibly hard choices. They can be hard on your body and your relationships, and shouldn’t be taken lightly. No one should take it lightly. When employees are trying to create a family, they should be able to do what’s best for themselves and their families. Your organization needs to create the policies to allow for that space. 

Allow employees to process they way they need to process.

HR—and your organization—should fight for inclusive policies that ensure employees feel seen and heard. They should feel comfortable discussing their situation and all that goes with it without judgment. Allow them to process the way they need to process. 

HR is more than just employee handbooks and compliance tests. It’s about bringing humanity back into the workplace, one conversation at a time.

Ready for more?

Three ways to create a safe space for reproductive rights in the office:

• Establish organizational belief systems. People will find companies that align with their values. 
• Walk the talk and show up for your employees. Create policies and procedures that put money behind reproductive rights for your employees. It exhibits that you care about their values; that you’re cultivating an inclusive organization. 
• Create company policies that give employees the space they need to recover from reproductive procedures, surgeries, and losses. Ask your employees how you can better support them, and then create policies to match. 

Other good ideas:

• Read about nonviolent communication. I highly recommend True Love by Thich Nat Than. It offers a practice for waking the heart…being there when someone is suffering. 
• Calendar your policy changes to coincide with your insurance renegotiation. 
• Establish an employee handbook review cycle and take that opportunity to review all of your policies and procedures and advocate for changes. If you’re in a bigger company, align with your legal team on the review processes, and then communicate new policies to your company during open enrollment.

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