Stigma and Silence

Professor Geeta Nargund, Medical Director at CREATE Fertility and abc ivf shines a light on women’s health in the workplace.

Just a couple of years ago, women’s health hit the headlines. The Government published its Women’s Health Strategy to close the gender health gap and there was a decided collective commitment to better support women experiencing everyday bias in the workplace. 

Progress is being made and we are edging closer to the glass ceiling being smashed. But, while equality is improving in some respects, the fact is that the workplace gender health gap persists. Two years on, figures suggest no more than lip service is being paid to tackle the intrinsic health inequalities written into office culture, which in turn is damaging to women’s mental and physical health. 

The gender health gap persists

According to recent analysis from Benenden Health, 42% of women have heard derogatory comments from colleagues about a female employee’s health in the workplace and the same number do not feel comfortable discussing health issues with their manager. This is not the environment that will lead to women finally achieving gender and health parity in the workplace. The stigmatisation of women’s health in a working environment only serves to reinforce the glass ceiling that’s hampering women’s career progression and for those who do manage to break it, this can come at a huge cost to their mental health. 

So, what can employers do to ensure that there are robust support frameworks for women navigating the physically and mentally demanding complexities of women’s health issues? Female-focused policies are climbing up the boardroom agenda, but what are the changes that will make the most difference to women currently suffering in silence?

A problem shared

A large part of the problem is the lack of discourse around the issue. At present, many women feel silenced about health issues through fear of detriment to their career progression. Employers that succeed in fostering an inclusive and discursive environment, where women feel comfortable and encouraged to raise their reproductive health issues will find that their female talent attraction and retention is considerably improved. Women must feel empowered to discuss their health if they are to receive the practical and emotional support necessary. Reproductive health issues such as the menopause, infertility and miscarriage can cause stress, anxiety and in some cases, depression, necessitating a supportive work environment.

This communication must go both ways, though, with companies clearly communicating existing support that is available to employees and signposting alternative routes to support, such as counselling. After all, there is no use in HR rolling out progressive policies, if employees are not aware of the benefits available to them. 

Creating space for change

To allow for a positive change in environment, the needle needs to be shifted when it comes to education, awareness and training. HR professionals and business leaders must be suitably trained to understand the emotional and physical impact of fertility treatments, the menopause and miscarriage so that they can manage cases with sensibility. This understanding is critical for providing reasonable adjustment options and truly adapting a culture of transparent communication; those who feel they have no one to speak to through lack of understanding can find fertility treatment journeys very lonely. 

Many women report feeling too scared or ashamed to share information about their health issues or treatment plans with managers and seniors, whereas a dedicated ‘fertility officer’ or trust in the knowledge that line managers have been rigorously trained will point to the destigmatisation of sensitive conversations. Firmwide training days and sessions outlining the impact of infertility, the menopause and miscarriage is a good first step to shifting the dial and opening up conversation. 

Concrete policies

Ultimately, tangible policies that acknowledge the ramifications of poor reproductive health will empower women and their colleagues to break down the stigma around women’s health.  

Sadly, an estimated one in five pregnancies end in miscarriage, and there is currently no legislation entitling women to paid leave if they have a miscarriage before 24 weeks (over halfway through the average full term). Providing paid leave before this point is a great way to start for companies wanting to make impactful change for female employees.

Infertility is a disease and fertility treatment is not a lifestyle choice, however it is often treated as such and there are no statutory rights for women undergoing treatment. Often, women are left to use annual leave for appointments or take a pay/hour cut to be able to attend treatment sessions. Often grouped in with cosmetic surgery in policy rubric, it is time that we recognise the emotional and physical strains of this treatment plan and support the women going through it with the basic right of paid leave for appointments. It must also be recognised, that for same sex couples, fertility treatment is often their only option when it comes to conceiving and it is imperative that they do not shoulder any shame when it comes to seeking the medical help they need to start a family.

The power to offer help

Whilst likely only a possibility for larger companies, those that are able to offer financial funding or compensation for employees seeking medical treatment such as IVF or egg freezing will make leaps and bounds in reframing the conversation about women’s health in the workplace. Knowing that these experiences are in print in policy handbooks will empower women to seek the support that they need.

Whilst steps are being taken, we are as a nation still miles behind reaching gender parity and the health gap is proving a significant barrier to reaching the finish line. The responsibility of change does not solely fall at the feet of the employer, but they are a key player when it comes to championing women’s health. Until women can be fully assured that their medical choices and reproductive health experiences will not alter the course of their career, there is still work to be done.