CEO at BrightHR and COO at the Peninsula Group, responsible for the global rollout of HR tech supporting over 44,000 organizations.
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It appears that a great shift in workplace culture is coming.
The stigma typically associated with numerous women’s health issues is being challenged—quite rightly so—with celebrity spokespeople, social media and, very recently, primetime TV documentaries shining a spotlight on the health struggles faced by millions of women every day.
I thought I was pretty clued up about menstruation, menopause, etc., but, having heard of the challenging experiences millions of women go through in both their professional and personal settings, I’ve realized that is not the case. And I have to say, I’m alarmed at just how much I didn’t know or, perhaps more accurately, what I previously never even stopped to think about.
That’s when I committed to developing a deeper awareness and understanding—and becoming a better ally. Health issues such as infertility, endometriosis, menopause and post-natal depression are now being talked about much more openly, and that’s highlighted some truly shocking statistics about the impact they have.
In the U.K., one in 10 women leaves the workforce due to menopause symptoms. A survey by the U.K. government as part of its "Vision for Women’s Health Strategy" found that nearly half of employers have no policy in place to support employees undergoing IVF treatment. It also found that 60% of women feel uncomfortable talking to their manager or supervisor if symptoms of menopause are impacting their work performance. Perhaps most shockingly, 90% of employers have no menopause support policy in place.
According to a U.S. survey, four in 10 women reported that menopause symptoms have interfered with their work performance. Further, 17% of those surveyed had previously quit a job or considered it due to menopause symptoms.
Currently, most welfare strategies focus on mental and physical well-being but pay very little attention to women’s health specifically. It’s important to take a step back and consider the impact this has.
Typically, where no reasonable adjustments are offered, employees suffering from painful periods, endometriosis or menopause can have increased levels of absenteeism, which can widen an existing pay gap and result in key talent leaving. There is certainly no one-size-fits-all approach as each business is different—as is everyone’s experience of menopause and other health issues women face.
But how many women feel genuinely comfortable enough to talk about these sensitive issues with their bosses—particularly if that person is male?
I was particularly saddened to hear that well over half of women feel uncomfortable raising health concerns to their managers. We need to do better. Having an open and supportive work environment is a good place to start, a place where conversations around sensitive topics are encouraged and normalized and nobody is made to feel unwanted. It’s crucial that managers lead by example. To do this effectively, we need to educate ourselves. The more knowledgeable we are, the better we can listen and be confident discussing the support available.
Offering training on how to approach these conversations effectively and sensitively is a great step toward championing open communication and creating the trust needed for employees to properly ask for support. It’s essential to break down the stigma and incorporate productive discussions around these often sensitive and personal health conditions in the company culture.
Hosting well-being sessions where employees are invited to share their stories, advocating an open-door policy and communicating your employee assistance program all help ensure your employees are not suffering in silence. While you should never make assumptions about someone’s health or push anyone to discuss subjects they have no desire to talk about, there’s nothing wrong with making sure everyone knows you are available for a confidential chat.
In the last two years, we’ve seen the benefits of flexible working first-hand. If it’s not already commonplace in your organization, this can be offered as a reasonable adjustment. Many women going through menopause are between the ages of 45 and 55 and fall into the sandwich generation, which is the generation caring for children while also having aging parents who rely on them. Flexible working has been a game changer in lots of ways, but it’s arguably been most beneficial to parents, employees with caring responsibilities and employees whose health conditions can result in exhaustion and other debilitating symptoms.
While progress is being made, we still have some ways to go.
Spain is set to bring in three days of unpaid menstrual leave every month, with a provision for another two days in extreme cases. Other EU countries could adopt the same legislation. Whether or not this will be introduced in the U.K. or U.S. remains to be seen.
However, the Fertility Treatment (Employment Rights) Bill has been proposed to Parliament, which would give women and couples the right to take time off to attend fertility clinic appointments. Under the bill, employers would also be required to implement a workplace fertility policy, including guidance on time off for treatments and miscarriage, flexible working and access to HR support. Many in the U.K.—and in the U.S.—are watching the progress of this bill with interest.
As employers, we have a duty to our staff to create an inclusive and supportive environment that looks after everyone’s needs—at every stage of their career.
So how do we solve this?
Unfortunately, there are no easy fixes but, with new legislation on the horizon, and more women in positions of power, change may be around the corner.
It might be easy for some men to dismiss such topics on account of them not being directly impacted as such, but it’s important to understand that a thriving business requires a thriving team. I feel strongly that all of us—regardless of gender—should do our part to support women facing these issues daily. As men, we need to do this not just as husbands, sons, fathers, brothers or friends but as human beings.
We have a duty to take this seriously and to provide adequate support and adjustments. We need to ensure that the work environment is one full of opportunity, where everyone can thrive at all stages of their career—right from the second they enter the workforce to when they choose to leave it.
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