The unspoken pandemic employers need to tackle

The unspoken pandemic employers need to tackle 

We all know that supporting employees to look after their health is important. But when it comes to reproductive and menstrual health, the scale of the challenge is not being matched by provisions. If organisations don’t change, there’s more at stake than just losing talent.

In order to create a truly inclusive organisation that prioritises the health of its people, it’s important to understand the context and scale of the challenge. To think about who might be affected and what measures can be put in place to ensure the support matches the situation.

Let’s look at the stats

Let’s first start by looking at some of the statistics. When we think about who makes up most of today’s workforce and who might be impacted by one of these (either directly or indirectly), it’s startling:

1. 85% of working age women have experienced 4 or more women’s health conditions.
2. Postpartum depression (PPD) affects 1 in 7 parents. It is most common in the days/weeks following childbirth but can occur during pregnancy up to a year following childbirth.
3. Endometriosis affects 1 in 10 women. This chronic disease can be extremely serious and debilitating, and misdiagnosis is common. On average it takes ~8 years for a diagnosis and many suffering with this have to undergo surgery.
4. 1 in 10 women have left work because of symptoms of menopause.
5. People with Polycystic Ovary Syndrome (PCOS) are 8x more likely to commit suicide than people with other hormone disorders.
6. The UK loses 150 million workdays each year due to a lack of workplace support for women’s health.

It’s important to note that these issues can affect many people, including individuals with female reproductive organs, non-binary and transgender people. The facts demonstrate the urgent need to act, and what’s at stake if employers don’t have provisions in place to be able to adequately support their people. Workplace provisions just don’t match the scale of the problem.

Inizio Engage XD recently ran a virtual panel discussion as part of International Women’s Day, which contained a small group of employees from the UK and US. They talked openly and candidly about some of these conditions, including endometriosis, menopause, postpartum depression and PMDD (Premenstrual dysphoric disorder). They shared their experiences and the challenges they have faced, especially when it comes to work. Both people with first-hand experiences and those who are supporting a partner through some of these serious conditions were represented. The transparency of the conversation sent a strong signal to others that it’s ok to share, that there are others just like them in the business, and there are ways to work through things and share with their manager and peers.

So what can employers do? Here are four simple ways to create a more supportive, inclusive workplace

Listen to learn:

The first step is trying to understand what health challenges your workforce is facing. This can be done in many ways, either through anonymous short surveys or virtual focus groups. Bringing line managers in to hear about the health challenges occurring in their teams can also be helpful. Gaining this information can help shape awareness-raising activities, formal support, learning initiatives and relevant communications. 

Create space for open dialogue:

Providing a psychologically safe environment (whether that’s virtual channels, listening or the culture you foster) really helps people provide open information and share experiences and gaps in support without fear of judgement. There are still many misconceptions and taboos when it comes to talking about health concerns at work.

In addition, getting leaders (formal and informal) within the business to openly share their experiences with health concerns can help make employees feel comfortable mirroring this and sharing what they or someone they love might be going through. 

Have uncomfortable conversations:

Support leaders and employees to create the type of culture that allows people to address topics head on that they would traditionally find uncomfortable. Role playing exercises can be helpful, as well as simple tips and tools. As can learning programs around health. Making these open to all sends a signal that this is everyone’s responsibility, and to become more aware of what others might be experiencing. Be honest when you don’t know something, and be prepared to ask questions to keep an open dialogue.

Practice empathy:

Always put yourself in the shoes of the person who is experiencing a health challenge, or sharing something with you. Really listen to what they are saying and respond in a way that shows compassion and care. 

And finally, make sure to keep the conversation going. This shouldn’t be a moment in time but a topic that is covered regularly, with spaces and places to learn, share and support your teams. By making resources and conversations open to all, you ensure that everyone is heard and valued.

Sources:

1. Peppy Health (2024) Workplace Women’s Health Support – Peppy Health
2. https://www.postpartumdepression.org/resources/statistics/
3. Endometriosis Facts and Figures | Endometriosis UK (endometriosis-uk.org)
4. . https://www.peoplemanagement.co.uk/article/1754967/one-10-women-quit-job-menopause-symptoms-survey-reveals 
5.  People with PCOS are 8 times more likely to attempt suicide, a new study finds. Here’s what to know and how to get support. (msn.com)
6. UK loses 150 million working days due to lack of workplace support for women’s health – Workplace Insight