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Reply #5: several good arguments here [View All]

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spooky3 Donating Member (1000+ posts) Send PM | Profile | Ignore Sat Mar-17-07 12:05 PM
Response to Reply #3
5. several good arguments here
Edited on Sat Mar-17-07 12:08 PM by spooky3


"An analogy is necessary because benefit plans do not literally deny women coverage for the same exact prescription that they cover for men. In other words, if a male employee were to somehow to get a prescription for female birth-control pills, then the benefit plan would refuse to cover the cost of that prescription, just as it would for a female employee. The policy is formally gender- blind: Anyone who wants birth control pills is denied coverage.

Nonetheless, this formal gender blindness only thinly veils an obvious gender difference as to who, in practice, receives coverage. And just as a plan covering treatments for testicular cancer but not ovarian cancer would represent sex discrimination, the failure to cover birth-control for women may also represent sex discrimination if an analogous prescription for men is covered. But what "male" prescription should be considered analogous?" (more at the link)


Another point is that it is probably a stupid managerial decision from a cost-effectiveness standpoint. The cost of unwanted pregnancies and women's health complications resulting from some of them (i.e., reactive measures) are likely much greater than the cost of covering birth control (i.e., preventive measures). It only takes a few hospitalizations to offset the "savings" from hundreds of women's birth control. And if this differential coverage policy is symbolic of other policies and the culture in the org., it probably has a negative effective on the recruitment of highly qualified women (and I hope, men). See this link for some data:
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