The 16.37 million women in the UK workforce face persistent reproductive health inequalities. Challenges related to menstruation, fertility, pregnancy and loss and menopause lead to reduced productivity, missed promotions, stunted career progression and attrition.
Each year, around 54,000 women consider leaving the workforce due to pregnancy-related discrimination and a lack of support for those going through the menopause prompts a third to reduce hours or leave the workforce altogether. Many women report a lack of workplace accommodations, uncertainty and stigma related to reproductive health.
HR has a legal, ethical and strategic imperative to tackle these issues. A study by the National Institute for Health Research (NIHR) identified several interventions that can support women’s reproductive health at work.
Helping mothers in the workplace
Supporting pregnant workers is critical for preventing extended periods of sickness absence, enhancing productivity and improving retention. Interventions can include occupational health programmes that actively encourage early disclosure and consultations with pregnant workers.
This becomes successful when safe environments and the promotion of protective legislation are coupled. Although some women might be wary of disclosing their pregnancy too early due to stigma or the risk of miscarriage, these consultations can identify occupational risks in good time so HR can advise employers on their legal duties and facilitate timely reasonable adjustments.
There are, however, few interventions available above and beyond those that seek to manage risk among pregnant employees. Those that are emerging include egg-freezing initiatives, which to date have been met with mixed reception and little scientific evidence of their success on employee or organisational outcomes.
Following return to work, some women choose to breastfeed. Providing support for breastfeeding employees can improve job satisfaction among working mothers but it needs to be holistic in its implementation. This can be achieved by ensuring it comprises: robust policy and toolkits, supportive leadership and managerial attitudes and protected spaces that are hygienic, private and easily accessible.
Offering menopause support
With an ageing female workforce, menopause support has been on many HR department’s agenda and rightly so. Digital apps that offer evidence-based menopause content, expert-led courses and self-help cognitive behaviour therapy booklets for women experiencing severe symptoms may offer employees and organisations the support they need. These interventions have been found to reduce menopause symptoms that can impair work performance such as frequency of hot flushes, night sweats and sleep difficulties
It is also crucial to train managers. Online training courses can help improve the knowledge and confidence of line managers in supporting staff experiencing menopause.
The HR benefits
Supporting women’s reproductive health at work has several outcomes of interest to HR managers. Successful interventions can increase employee job satisfaction, wellbeing and reduce stress. They can enhance perceived organisational support and effective commitment to the organisation. Critically, organisational support and positive attitudes can yield higher workplace productivity and work performance.
When looking to support women’s reproductive health at work, HR should audit existing policies and procedures and ensure they are in line with scientific evidence. A needs-based approach, which analyses the current offering and best practice, can improve women’s reproductive health support. Additionally, staff surveys can help pinpoint gaps and ensure resources are strategically allocated for maximum impact.
HR should also seek to create and nurture a supportive workplace culture which normalises discussions around reproductive health. Mentorship can also offer a personalised support system and provide additional feedback to inform potential new policies.
It’s crucial that those who are likely to benefit from these interventions and policies are actively involved in their design and implementation. All women are different and reproductive health support is not a one-size-fits-all. When in doubt, ask.
Dr Andreia Fonseca de Paiva is a research fellow and Dr Ruth Abrams is a senior lecturer at the University of Surrey; Dr Lilith Whiley is an associate professor at the University of Sussex Business School
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