The 1973 Roe v. Wade decision secured the constitutional right to an abortion, has been reversed by the Supreme Court. At least 28 states are expected to ban or severely restrict abortion access in light of the verdict.

The ruling has sparked discussions on reproductive rights. Some leaders, like President Barack Obama, highlight how citizens can participate in protests and vote. Senator Elizabeth Warren of Massachusetts tweeted about her action plan. There is much speculation about what may occur in the 13 states with "trigger legislation."

Many of these talks are occurring in the workplace, including discussions about how Roe v. Wade would affect the rights of employees in various jurisdictions.

An employer must understand that what occurs outside of the office influences employees, even if they are not talking about it. As a business or organization, it is of equal or greater importance to take action rather than wait for situations like this to occur.

Discussing sensitive topics such as abortion and immigration can be challenging. Some experts recommend avoiding these topics at work since they could damage relationships with coworkers or even result in a report to HR. However, according to Van de Walle, some tactics can be utilized if you find yourself in an awkward encounter.

Here is how employees can manage conversations around abortion access in the workplace, given that not all employees hold the same views on healthcare.

Use gender-inclusive language

It is essential to use proper wording when discussing abortion access in the workplace. Transgender and gender-nonconforming individuals require access to complete reproductive healthcare. Thus professionals should use phrases such as "pregnant people" rather than "pregnant women" and "people who can have abortions" rather than "women and girls who can have abortions.

It is vital to remember that Roe v. Wade affects more than simply women. It affects men, LGBTQIA+ individuals, families, and communities at large. Therefore, when addressing Roe v. Wade, the inclusive language indicates support for all individuals.

Make sure your facts are straight

To discuss complicated subjects in the workplace, it is essential for employees to conduct their own research beforehand rather than relying on coworkers to teach them. When surfing the Internet for information, advise individuals to be deliberate about the type of data they seek. Prioritize academic journals, surveys by prominent nonprofit organizations such as the Pew Research Center, and TED Talks over opinion articles and social media. For example, for up-to-date information on Roe v. Wade, workers should consult leading reproductive-healthcare organizations such as Planned Parenthood and Guttmacher Institute.

HR can assist

In light of the recent judgment, employees may like to take their time discussing the matter and may prefer a particular location for the meeting. In this instance, we advise employees to seek counsel from their human resources department.

The HR department can "identify a space, either within the office building or elsewhere, that would be designated for open and honest communication, with parameters established beforehand to foster trust, respect, and a judgment-free environment. 

A safe area could also allow workers to engage with members of other teams or departments whom they would not have otherwise met.

Image courtesy Aiden Frazier @theaidenfrazier

JIM IS PRESIDENT OF WOODS KOVALOVA GROUP

Jim has a passion for accelerating talent across organizations. While this passion has fueled his work in leadership assessment and development, it has crystallized in the area of Diversity, Equity & Inclusion. 

Jim's experience spans a broad range of industries, including public, finance, consumer, retail, pharma, industrials, and technology. 'Organizational & people agility,' 'design thinking,' and 'digital transformation' are some of the critical themes Jim works with clients across the globe.

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His consulting experience includes assessing, training, coaching, and developing leaders. In addition, he has delivered work in defining competencies and success profiles, designing and conducting assessment centers, integrating talent analytics, and designing and facilitating development roadmaps.

Jim is a certified coach and facilitator for Woods Kovalova Group's virtual leadership assessment and development tools, including leadership accelerators, and WKG Potential. Jim holds an MS degree in organizational development and human resources. He served as an adjunct professor at Villanova University; taught fifth-grade math and science.