{"id":31949,"date":"2024-07-30T18:48:37","date_gmt":"2024-07-30T18:48:37","guid":{"rendered":"https:\/\/cincinnatirighttolife.org\/?p=31949"},"modified":"2024-07-30T18:48:37","modified_gmt":"2024-07-30T18:48:37","slug":"what-if-companies-chose-to-be-pro-child","status":"publish","type":"post","link":"https:\/\/cincinnatirighttolife.org\/what-if-companies-chose-to-be-pro-child\/","title":{"rendered":"What If Companies Chose to Be Pro-Child?"},"content":{"rendered":"\n

By Patience Griswold, originally published July 29, 2024, The Washington Stand<\/a><\/em><\/strong><\/p>\n\n\n\n

First Tractor Supply Co.,\u00a0then John Deere, now\u00a0Harley-Davidson<\/a>. Corporate wokeness is\u00a0being exposed<\/a>\u00a0in companies from the heartland, and as customers speak out, these companies\u00a0have begun retracing their steps<\/a>.<\/p>\n\n\n\n

In June, filmmaker and social commentator Robby Starbuck posted a series of videos and screenshots on X exposing a workplace culture at Tractor Supply Co. that was widely out of step with the values of their customers, leading the company to\u00a0issue an apology and change course<\/a>. Last week, John Deere came out with\u00a0a similar letter<\/a>, although questions remain on how committed the company is to a true change. It remains to be seen how Harley-Davidson will respond to recent scrutiny.<\/p>\n\n\n\n

The other outstanding question is whether either company has changed its internal policies. It is one thing for the company to stop promoting ideologies that fly in the face of their customer base\u2019s values and sponsoring events that encourage child-harming practices. This is an excellent first step. However, many companies offer benefits packages that result in harm to children. From\u00a0Apple to\u00a0Zillow<\/a>, large, prominent companies have embraced and marketed benefits that violate children\u2019s rights in an effort to attract employees.<\/p>\n\n\n\n

For instance, a\u00a0growing number of companies<\/a>\u00a0have begun offering coverage for transgender treatments. According to a 2019 study, 19% of insurance plans covered cross-sex hormone therapy, and 31% covered puberty blockers, preventing the normal, healthy development of children. Both interventions violate children\u2019s right to an intact body.\u00a0Research shows<\/a>\u00a0that the majority of children who struggle with gender dysphoria will outgrow those feelings as they enter adulthood. Transitioning them needlessly inflicts irreversible harm on their healthy bodies.<\/p>\n\n\n\n

The children of parents who transition also suffer, often facing the loss of a relationship with a parent or a dramatic change in that relationship. For the kids involved, a parent\u2019s gender transition is a\u00a0major upheaval<\/a>\u00a0that often feels like a death in the family.<\/p>\n\n\n\n

In addition to gender transition benefits, industry leaders from tech to finance to retail have touted fertility benefits in recent years. While it may seem pro-child at a glance, the fertility industry is not in the business of\u00a0protecting human life and dignity<\/a>. More often than not, the industry is built on child loss and the commodification of human life. Every life created by the fertility industry deserves to be protected and treated with dignity. Sadly, what many people do not see are the\u00a0over 90%<\/a>\u00a0of IVF babies who did not survive the process, were not chosen, have been donated to research, or have joined the\u00a0roughly 1.5 million human lives<\/a>\u00a0being kept on ice with little to no chance of being born.<\/p>\n\n\n\n

When a company offers coverage for assisted reproduction, they do not get to specify that they only want to cover IVF when it does not result in the freezing or destruction of human embryos. To fund IVF is to fund an industry that results in a loss of life that\u00a0keeps pace with the abortion industry<\/a>.<\/p>\n\n\n\n

The fertility industry also facilitates the creation of motherless and fatherless children. While exact numbers are not tracked, it is estimated that\u00a030-60,000 donor-conceived children<\/a>\u00a0are born each year. These children lose their mother and\/or father at the moment of conception, are cut off from their family history, their\u00a0medical history<\/a>, and\u00a0countless half-siblings<\/a>.<\/p>\n\n\n\n

Additionally,\u00a04.7% of IVF cycles<\/a>\u00a0were for the purpose of surrogacy, which\u00a0divides the role of mother<\/a>\u00a0between up to three different, optional women, forces the infant to go through maternal separation moments after birth, and\u00a0treats children like a commodity<\/a>.<\/p>\n\n\n\n

Some or all of these practices are covered under \u201cinclusive\u201d plans. Gender and fertility benefits gain companies points toward the Human Rights Campaign\u2019s (HRC) Corporate Equality Index score. HRC\u2019s index is published every year, and\u00a0high-profile companies work to achieve perfect\u00a0<\/a>scores. Out of 100 possible points, 30 are focused on \u201cinclusive\u201d benefits. As already seen, many of these benefits involve direct violations of children\u2019s rights. Starbuck has pointed out that John Deere\u00a0made no commitment<\/a>\u00a0to abandoning the HRC\u2019s CEI scoring.<\/p>\n\n\n\n

Even companies that are not pursuing a high CEI score may find themselves covering child-harming practices under their benefits packages. These options are increasingly standard in insurance plans as the demand grows for coverage of gender transition, abortifacients, and fertility treatments that result in the destruction of human life and the creation of motherless and fatherless children. Many companies opt for an \u201coff-the-shelf\u201d product when selecting insurance plans that cannot be customized, even if there are specific treatments the company may wish to opt out of covering.<\/p>\n\n\n\n

What many companies do not realize is that, while it may be challenging, there are ways to serve and support their employees without victimizing children. Will it include resisting bad corporate policies, challenging bad regulations, and navigating a complex insurance world? Yes. But companies can and should push back.<\/p>\n\n\n\n

Pro-child and pro-family benefits<\/a>\u00a0are not only possible but attractive. Imagine if workplaces decided to craft their leave policies in a way that recognizes the importance of maternal-child bonding in the early days after birth, offered paternity leave in a manner that recognizes the crucial role of dads, embraced flexibility for working parents, and offered incentives for opening one\u2019s home to vulnerable children through adoption or foster care.<\/p>\n\n\n\n

What if instead of fueling the IVF machine, companies offered benefits to target and resolve underlying fertility issues so parents could pursue pregnancy without being dependent on a technician? What if instead of subsidizing trauma-inducing surrogacy, companies funded trauma-redeeming adoption? What if instead of providing divorce benefits, companies funded premarital, mid-marital, and whole-family therapy? That\u2019s exactly the kind of benefits a company would offer if they sought to both support employees and pursue justice for children.<\/p>\n\n\n\n

Especially among Millennial and Gen Z workers, benefits play a crucial role in employee acquisition and retention. As Starbuck\u2019s work has demonstrated, many employees are not looking for corporate wokeness. Nor, for that matter,\u00a0are consumers.<\/a>\u00a0While these two companies have certainly been dramatic and public examples, they are not the only companies\u00a0losing interest<\/a>\u00a0in woke policies.<\/p>\n\n\n\n

If the corporate world aligned with both employee needs and customer demand, they would ditch CEI scores in favor of pro-child policies.<\/p>\n\n\n\n

Patience Griswold is the engagement coordinator at\u00a0<\/strong><\/em>Them Before Us<\/em><\/strong><\/a>, a nonprofit dedicated to protecting children\u2019s rights.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

By Patience Griswold, originally published July 29, 2024, The Washington Stand First Tractor Supply Co.,\u00a0then John Deere, now\u00a0Harley-Davidson. Corporate wokeness is\u00a0being exposed\u00a0in companies from the heartland, and as customers speak out, these companies\u00a0have begun retracing their steps. In June, filmmaker and social commentator Robby Starbuck posted a series of videos and screenshots on X exposing…<\/p>\n","protected":false},"author":2,"featured_media":31950,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-31949","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"\nWhat If Companies Chose to Be Pro-Child? - Cincinnati Right to Life<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/cincinnatirighttolife.org\/what-if-companies-chose-to-be-pro-child\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What If Companies Chose to Be Pro-Child? - Cincinnati Right to Life\" \/>\n<meta property=\"og:description\" content=\"By Patience Griswold, originally published July 29, 2024, The Washington Stand First Tractor Supply Co.,\u00a0then John Deere, now\u00a0Harley-Davidson. 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