Françoise Baylis criticizes including egg freezing as part of employee benefits packages.
In 2012, the American Society for Reproductive Medicine (ASRM) lifted the experimental designation on human egg freezing. At this time, it was careful to indicate that freezing technology should not to be used for elective purposes, particularly as this might give young women false hope. A 2014 fact sheet prepared by the ASRM confirms that “Even in younger women (i.e., > 38 years old), the chance that one frozen egg will yield a baby in the future is around 2-12%.”
These professional cautions are of no consequence to Facebook or Apple, however. Both of these companies have decided to include egg freezing in their employee benefit package. As an alternative, they could have decided to improve the health benefits offered to all employees. Or, to stay focused on the issue of reproduction, they could have included a full year of family leave in the benefit package. Instead, they chose to pay up to $20,000 for egg freezing. Now call me crazy, but I think this choice just might have to do with their corporate priorities – which include keeping talented workers in their 20s to early 30s in the workplace, not at home caring for babies.
Sadly, from my perspective, some describe this corporate decision in positive terms. They congratulate the companies for “taking the lead”. In this way, they both endorse the decision and encourage others to follow this lead. Already, Virtus Health in Australia has announced that it too will pay for egg freezing for its female employees. According to the Medical Director of Virtus “… if it’s good enough for Apple and Facebook, it’s good enough for us.”
The views, opinions and positions expressed by these authors and blogs are theirs and do not necessarily represent that of the Bioethics Research Library and Kennedy Institute of Ethics or Georgetown University.