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One Too Many

In July 2026, Massachusetts passed H.5595, which “[a]mends [Chapter 112] governing abortions after 24 weeks of pregnancy by striking out language which currently restricts late-stage abortions to cases where the life or health of the mother is at risk…” (H.5595 Summary). 1792 Exchange’s Corporate Bias Ratings database shows 55 companies headquartered in Massachusetts actively support abortive practices. These companies support this by advocating for abortion, offering abortion travel benefits, or offering reproductive health coverage.   Nixon Peabody focuses its legal practices on supporting reproductive health. The law firm states it “[provides] comprehensive support for all aspects of reproductive rights and fertility law.” Ahold Delhaize provides travel benefits to employees outside Massachusetts: Quote, it “offers abortion travel coverage” in its healthcare plan. Boston Scientific stated its “current U.S. health care benefits offer employees… a broad range of reproductive [benefits].”   Who’s to say these companies do not also reimburse the procedure itself?   Too many Massachusetts businesses are participating in this new amendment through overly broad reproductive “healthcare” coverage. These businesses not only support but provide means to practice this amendment. 1792 Exchange understands business neutrality affects Americans within and without the womb, and providing abortive “healthcare” isn’t big business; it’s a big price. 

The EEOC’s mission is opportunity for all, not demographic bean-counting 

In the Superman comics, Bizarro World is a place where everything is exactly backward. It is a cube-shaped planet where ugliness is admired, failure is celebrated, lies are preferred to truth, and the normal rules of logic are turned upside down. What is obviously true on Earth becomes false, and what is plainly false is treated as a self-evident fact.   Donna Brazile recently accused the Equal Employment Opportunity Commission of abandoning its purpose by proposing to end mandatory annual race-and-sex workforce reporting. Her argument reads like a dispatch from Bizarro World.  In truth, the commission’s July 21 Notice of Proposed Rulemaking to rescind the EEO-1 and related demographic reports is a long-overdue course correction that reorients the agency to the actual text and original intent of Title VII of the Civil Rights Act of 1964.  Title VII forbids discrimination against any individual based on race, color, religion, sex or national origin. It does not authorize the government to compel every covered employer, regardless of whether a single discrimination charge has been filed, to annually sort its workforce into racial and sex categories and submit the tallies to Washington. That regime, in place for decades, imposed nearly $275 million in annual compliance costs on employers and roughly …