"Think of this," House Speaker Nancy Pelosi said. "You’ve survived
domestic violence, and now you are discriminated [against] in the
insurance market because you have a pre-existing medical condition.
Well, that will all be gone."
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But if Democrats have their way, health care reform legislation will include prohibition of this practice, as part of a larger ban on the use of pre-existing conditions, by insurance companies, to deny health insurance coverage.
As we’ve written on Rewire recently, both pregnancy and cesarean sections are categorized as pre-existing conditions by some insurers. As Jodi Jacobson notes in her post, Think Progress reported recently that most individual insurance markets don’t cover maternity care either.
Senator Murray introduced a bill back in 2006 to ban the practice of using domestic violence as an excuse to deny insurance coverage to battered women but couldn’t get the bill passed. In fact, as SEIU notes, a group of Republicans voted against this ban. In an effort to explain why, North Carolina Senator Richard Burr, at the time, said of the ban, it is "deplorable to deny
coverage to victims of domestic violence. However, states should be
responsible for regulating insurance markets."
While it’s unclear how often women who have suffered domestic violence are being denied coverage, CNN quotes Judith Waxman of the National Women’s Law Center as saying, "But our point is, it’s the kind of thing insurance companies look to
do. … They will find ways in the current situation to deny people
care if they find anything wrong with them."
Enacting this ban will remove one obstacle for victims of domestic violence to obtain the help they need. It’s critical that we remove barriers for women who are fearful of reporting the crime committed against them and therefore may not get help at all. As Dana Goldstein writes on TAPPED, "On the whole, domestic violence is down between 1993 and 2008. But…female domestic violence victims are especially wary of law
enforcement, fearful of reprisal from their abusers, and must battle a
cycle of shame and self-doubt before they seek help. About half never
A Texas GOP lawmaker has teamed up with an anti-choice organization to raise awareness about the supposed prevalence of forced or coerced abortion, which critics say is “wildly divorced from reality.”
Rep. Molly White (R-Belton) during a press conference at the state capitol on July 13 announced an effort to raise awareness among public officials and law enforcement that forced abortion is illegal in Texas.
White said in a statement that she is proud to work alongside The Justice Foundation (TJF), an anti-choice group, in its efforts to tell law enforcement officers about their role in intervening when a pregnant person is being forced to terminate a pregnancy.
“Because the law against forced abortions in Texas is not well known, The Justice Foundation is offering free training to police departments and child protective service offices throughout the State on the subject of forced abortion,” White said.
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White was joined at the press conference by Allan Parker, the president of The Justice Foundation, a “Christian faith-based organization” that represents clients in lawsuits related to conservative political causes.
Parker told Rewire that by partnering with White and anti-choice crisis pregnancy centers (CPCs), TJF hopes to reach a wider audience.
“We will partner with anyone interested in stopping forced abortions,” Parker said. “That’s why we’re expanding it to police, social workers, and in the fall we’re going to do school counselors.”
White only has a few months remaining in office, after being defeated in a closely contested Republican primary election in March. She leaves office after serving one term in the state GOP-dominated legislature, but her short time there was marked by controversy.
During the Texas Muslim Capitol Day, she directed her staff to “ask representatives from the Muslim community to renounce Islamic terrorist groups and publicly announce allegiance to America and our laws.”
Heather Busby, executive director of NARAL Pro-Choice Texas, said in an email to Rewire that White’s education initiative overstates the prevalence of coerced abortion. “Molly White’s so-called ‘forced abortion’ campaign is yet another example that shows she is wildly divorced from reality,” Busby said.
There is limited data on the how often people are forced or coerced to end a pregnancy, but Parker alleges that the majority of those who have abortions may be forced or coerced.
‘Extremely common but hidden’
“I would say that they are extremely common but hidden,” Parker said. “I would would say coerced or forced abortion range from 25 percent to 60 percent. But, it’s a little hard be to accurate at this point with our data.”
Parker said that if “a very conservative 10 percent” of the about 60,000 abortions that occur per year in Texas were due to coercion, that would mean there are about 6,000 women per year in the state that are forced to have an abortion. Parker believes that percentage is much higher.
“I believe the number is closer to 50 percent, in my opinion,” Parker said.
Busby said that White used “flawed research” to lobby for legislation aimed at preventing coerced abortions in Texas.
“Since she filed her bogus coerced abortion bill—which did not pass—last year, she has repeatedly cited flawed research and now is partnering with the Justice Foundation, an organization known to disseminate misinformation and shameful materials to crisis pregnancy centers,” Busby said.
White also sponsored HB 1648, which would have required a law enforcement officer to notify the Department of Family and Protective Services if they received information indicating that a person has coerced, forced, or attempted to coerce a pregnant minor to have or seek abortion care.
The bill was met by skepticism by both Republican lawmakers and anti-choice activists.
State affairs committee chairman Rep. Byron Cook (R-Corsicana) told White during a committee hearing the bill needed to be revised, reported the Texas Tribune.
“This committee has passed out a number of landmark pieces of legislation in this area, and the one thing I think we’ve learned is they have to be extremely well-crafted,” Cook said. “My suggestion is that you get some real legal folks to help engage on this, so if you can keep this moving forward you can potentially have the success others have had.”
‘Very small piece of the puzzle of a much larger problem’
White testified before the state affairs committee that there is a connection between women who are victims of domestic or sexual violence and women who are coerced to have an abortion. “Pregnant women are most frequently victims of domestic violence,” White said. “Their partners often threaten violence and abuse if the woman continues her pregnancy.”
There is research that suggests a connection between coerced abortion and domestic and sexual violence.
Dr. Elizabeth Miller, associate professor of pediatrics at the University of Pittsburgh, told the American Independent that coerced abortion cannot be removed from the discussion of reproductive coercion.
“Coerced abortion is a very small piece of the puzzle of a much larger problem, which is violence against women and the impact it has on her health,” Miller said. “To focus on the minutia of coerced abortion really takes away from the really broad problem of domestic violence.”
A 2010 study co-authored by Miller surveyed about 1,300 men and found that 33 percent reported having been involved in a pregnancy that ended in abortion; 8 percent reported having at one point sought to prevent a female partner from seeking abortion care; and 4 percent reported having “sought to compel” a female partner to seek an abortion.
Another study co-authored by Miller in 2010 found that among the 1,300 young women surveyed at reproductive health clinics in Northern California, about one in five said they had experienced pregnancy coercion; 15 percent of the survey respondents said they had experienced birth control sabotage.
‘Tactic to intimidate and coerce women into not choosing to have an abortion’
TJF’s so-called Center Against Forced Abortions claims to provide legal resources to pregnant people who are being forced or coerced into terminating a pregnancy. The website includes several documents available as “resources.”
One of the documents, a letter addressed to “father of your child in the womb,” states that that “you may not force, coerce, or unduly pressure the mother of your child in the womb to have an abortion,” and that you could face “criminal charge of fetal homicide.”
The letter states that any attempt to “force, unduly pressure, or coerce” a women to have an abortion could be subject to civil and criminal charges, including prosecution under the Federal Unborn Victims of Violence Act.
The document cites the 2007 case Lawrence v. State as an example of how one could be prosecuted under Texas law.
“What anti-choice activists are doing here is really egregious,” said Jessica Mason Pieklo, Rewire’s vice president of Law and the Courts. “They are using a case where a man intentionally shot his pregnant girlfriend and was charged with murder for both her death and the death of the fetus as an example of reproductive coercion. That’s not reproductive coercion. That is extreme domestic violence.”
“To use a horrific case of domestic violence that resulted in a woman’s murder as cover for yet another anti-abortion restriction is the very definition of callousness,” Mason Pieklo added.
Parker said a patient might go to a “pregnancy resource center,” fill out the document, and staff will “send that to all the abortionists in the area that they can find out about. Often that will stop an abortion. That’s about 98 percent successful, I would say.”
Reproductive rights advocates contend that the document is intended to mislead pregnant people into believing they have signed away their legal rights to abortion care.
Abortion providers around the country who are familiar with the document said it has been used for years to deceive and intimidate patients and providers by threatening them with legal action should they go through with obtaining or providing an abortion.
Vicki Saporta, president and CEO of the National Abortion Federation, previously told Rewire that abortion providers from across the country have reported receiving the forms.
“It’s just another tactic to intimidate and coerce women into not choosing to have an abortion—tricking women into thinking they have signed this and discouraging them from going through with their initial decision and inclination,” Saporta said.
Busby said that the types of tactics used by TFJ and other anti-choice organizations are a form of coercion.
“Everyone deserves to make decisions about abortion free of coercion, including not being coerced by crisis pregnancy centers,” Busby said. “Anyone’s decision to have an abortion should be free of shame and stigma, which crisis pregnancy centers and groups like the Justice Foundation perpetuate.”
“Law enforcement would be well advised to seek their own legal advice, rather than rely on this so-called ‘training,” Busby said.
“You’re getting out early.” Those words are music to the ears of anyone behind bars. But on Orange Is the New Black, the women at Litchfield Penitentiary tend to see release as a bogeyman rather than welcome news.
In Season four of the Netflix series, Aleida Diaz (Elizabeth Rodriguez) learns that she’s eligible for early release. At first, this is hopeful news: Being out of prison means that she can start the process of getting her children and newly born granddaughter out of foster care. But then reality sets in: She’s leaving prison without an education or skills that will help her find a job. Even worse, she now has a criminal record. “Sure, people love to hire ex-cons,” she snaps.
This is not the first time that the show has treated release and reentry as something to be feared rather than welcomed. In the first season, Taystee Jefferson (Danielle Brooks) is released on parole. Once out, she’s faced with the realities of no housing, no support system, and no job opportunities. Though the show never specifies what she did, Taystee is sent back to prison, where she tells Poussey Washington (Samira Wiley) that she deliberately violated her parole so that she could return to Litchfield.
Whether or not they meant to do so, the writers of Orange Is the New Black have sent viewers the message that prison is preferable to life on the outside. And in doing so, the show suggests that the very real systemic obstacles that formerly incarcerated people face upon release, especially where employment is concerned, are impossible to overcome—rather than drawing attention to the importance of dismantling those barriers, and the organizing being done around the country to do so.
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Over 650,000 people leave state and federal prisons each year. For many, finding stable employment is one of the first steps to surviving (and hopefully thriving) outside of prison. It’s frequently a prerequisite to finding their own housing and reuniting their families. For those on probation or parole, being gainfully employed is also a condition of staying out of prison. But finding a job isn’t easy, especially with a gap in employment history and a prison record.
Advocates, however, including formerly incarcerated people, have been working to eliminate one of the most obvious barriers: the question about past felony convictions on an initial job application, popularly known as the “Box.” In many cities, they are succeeding. More than 100 cities have passed “Ban the Box” legislation, which ends that practice of asking about previous convictions on initial applications. In 2015, the federal government also jumped on the Ban the Box wagon with Obama ordering federal agencies to delay inquiries into past felonies during the hiring process.
Ban the Box doesn’t mean that the question of criminal records never comes up. What it does is give job seekers a chance to be considered on their merits and not on their previous actions. If an applicant seems qualified for the job, they will go through the rest of the hiring process like every other applicant does. The question of past convictions may come up at some point during that process, but by then, the person has demonstrated their skills and qualifications for the job before having to explain past mistakes (as well as steps they’ve taken to ensure that they won’t land in a similar situation again).
Ban the Box has been shown to increase employment among formerly incarcerated job seekers. In Minneapolis, Minnesota, between 2004 and 2006, for example, the city hired less than 6 percent of applicants with convictions. Once it passed its version of Ban the Box, however, that percentage jumped to nearly 58 percent. Similarly, in Durham, North Carolina, the number of people hired for municipal jobs increased nearly sevenfold after it passed similar protections in 2011.
However, Ban the Box isn’t enough to ensure that formerly incarcerated job seekers are given a chance. Legislation needs to go hand-in-hand with a cultural shift toward people coming home from prison. Maria C., who returned to New York City in 2011 after a two-year incarceration for drugs, knows this firsthand. In 2015, New York City banned the box. But even before it did so, city law prohibited employers from making decisions based on convictions unrelated to the job being sought.
On paper, that should have meant that Maria should not have encountered discrimination from prospective employers. As Maria explained to Rewire in an interview, in reality, she still struggled to find work, although it is difficult to say how much her prior conviction and imprisonment weighed in prospective employers’ decision-making processes.
She applied for a job at a national wholesale chain. “Their website said they were ex-con friendly,” she recounted. Maria was called in for an interview, tested negative for drugs, and was told that the company would conduct a background check. After the background check, however, she was told that she did not get the job. She applied to other stores and supermarkets; from those, she received no response at all.
One afternoon, two months into her new job, she told her boss that she had to leave work early to see her parole officer. “After that, they started getting picky with me,” she told Rewire. Shortly after, she was let go.
The Fortune Society helped her find a second job at a warehouse. But a few months after she was hired, she said that the boss told her, “We’ll call you when we need you.” She never received a call.
At both jobs, Maria says she was asked about her record. She explained the circumstances of her arrest and incarceration as well as what she had accomplished since that time. That’s why she’s puzzled as to why she was let go after a few months. Maria spent five years in New York City; with the exception of the handful of months at the laundromat and warehouse, she remained unemployed.
Maria now lives in Lebanon, Pennsylvania, a city that takes up 4.2 square miles and has a population of about 25,000 people. Lebanon and the surrounding county have a median household income of $56,000 and fewer than 3,000 employers. However, Lebanon also has a work release program, through which people in the local jail system are allowed to work in the community during the day before returning to the jail for the night. The presence of the work release program—especially in a comparatively small community—means that employers are almost certainly more accustomed to job seekers and employees who have criminal records. Within a week of arriving, Maria found work through a temp agency at a food factory where she packs croutons, chocolate, and mashed potatoes.
New York state also has a work release program; in 2010, nearly 2,000 people participated. Even so, the same willingness to hire formerly incarcerated people hasn’t seemed to manifest on a wide scale. Maria knows that the only way formerly incarcerated people like her will find jobs is if there’s a shift in culture and perceptions. Employers “should give people a chance to be able to succeed,” she said. “But employers don’t want to give them a chance.”
As Maria’s experience shows, part of this shift involves policies that create incentives to hire formerly incarcerated people. Some of these policies, like the Work Opportunity Tax Credit, already exist. New York City itself has promoted the Fair Chance Act, its version of Ban the Box, even placing ads on the subway informing formerly incarcerated New Yorkers and their potential employers of this new protection. Local and federal agencies should take similar measures to promote existing opportunities.
Or, for example, consider the model of the Johns Hopkins Health System (JHHS) in Baltimore, Maryland, the state’s largest employer of formerly incarcerated people. In 2014 alone, the hospital hired more than 120 people with past prison records and, between 2009 to 2012, 430 formerly incarcerated people overall. “With 9,000 incarcerated people returning to Baltimore each year, the JHHS wanted to contribute to community re-integration efforts by providing employment opportunities,” Yariela Kerr-Donovan, the director of Johns Hopkins’ Department of Human Resources, stated in an interview with the nonprofit Senate Presidents’ Forum. To do so, they sought a Department of Justice training grant and partnered with community colleges and a training firm specifically to train people for positions inside the health system. This is a model that other large businesses can—and should—emulate.
The real-life job market is already stacked against women of color. As late as 2013, women of all races and ethnicities earned only 78 percent of what men earned. For many women of color, the wage gap widens—Black women were paid 64 percent of their white male counterparts. For Latinas, that wage gap widened to 54 percent and for Native Americans to 59 percent. (Surprisingly, Asian-American women showed the smallest wage gap, earning 90 percent of their white male counterparts. I’d like to know which Asian-American women’s incomes were surveyed and how many were members of underpaid and largely invisible workforces, such as domestic service or beauty industries, across the country.)
Now add in the disproportionate conviction and incarceration of women of color, which often exacerbates a lack of marketable skills, and you can see why efforts like Ban the Box are a necessary first step. Without a shift, however, in the ways that formerly incarcerated people are viewed—as potential workers, neighbors, and members of society—Ban the Box won’t be enough.
One show won’t make the sweeping changes necessary to overcome decades of institutional discrimination. But it can change individual hearts, minds, and hiring practices. Through Aleida’s release, Orange Is the New Black now has a storyline that could address some of the obstacles women face upon release, including employment discrimination and wage inequality. It remains to be seen whether the next season will make good on that opportunity.