Reproductive Justice presents an added layer to how organizations engage and hold themselves accountable to the communities they work with. While program design, monitoring and evaluation go hand in hand, it can be difficult to envision how this framework looks beyond programs and services.
From program feedback to developing leadership opportunities, it’s easier to see how to apply RJ to your programming, services, and data driven processes like research and evaluation.
But not everyone in your organization works in these departments.
If Reproductive Justice is an organizing framework that centers the leadership, perspectives and voices of people typically at the margins, how can this be applied in every area of your organization?
Let’s look at one example: Health insurance coverage.
Now, I’m not well versed in health insurance coverage or anything related to human resources; however, health insurance coverage is an interesting topic to explore within Reproductive Justice.
Most employers look for insurance plans that provide adequate prescription drug coverage, in-network provider options, employee contributions, tax credits, not too high monthly premiums, and other perks.
But how often do employers consider whether the coverage they’re choosing actually benefits all employees?
I’m part of an equity team for an organization whose board I sit on. The experience has been an eye opener for me. Being on an organization’s board of directors allows me to be more involved in nonprofit governance and in understanding day-to-day operations.
Being on the organization’s equity team, however, lets me work more closely with staff (who make up half of the members on the team) and understand how decisions made at the board level directly impact staff.
Health insurance has been a key focus on the team. Staff shared how their current insurance coverage doesn’t reflect where they currently are. Many of the staff are under age 35, and are at life stages where they’re looking towards the future (pregnancy and parenting, in this case). How can health insurance cover fertility and other pregnancy planning needs including same-sex pregnancy and parenting, support for single parents, etc.? As a result of hearing this from staff, the board has become more thoughtful in looking at health insurance coverage not only has a budget item, but as as a decision that should grow as the needs of staff grow.
Health insurance and other topics related to salary benefits are just one example of applying RJ thinking outside of programming, services, and the data driven processes.
Key takeaway
While it’s easier to see how Reproductive Justice looks within programs, services, and data driven processes, the framework can also be applied in other organizational areas. Understanding the needs of staff (from how useful the health insurance and salary benefits are to the accessibility and safety of technology) will help your organization become more responsive to staff needs in ways you’ve been responsive to the communities you serve.
Raise Your Voice: Beyond programs and services, how can the Reproductive Justice framework be applied in other areas of your organization? Share below in the comments section.
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