When creating a positive and efficient work environment there are important considerations often overlooked by employers. As women still shoulder most of the childcare responsibilities and many female health concerns are minimised, employers risk losing out on experienced and valuable talent unless they begin implementing customized solutions which allow women to work more flexibly. We have detailed some of the existing issues and examples of how companies have begun adopting a more inclusive approach. Ultimately, a happy and respected workforce will maximise productivity and research has shown that diversity within teams and leadership positions further supports this.

Menstruation

Stigma and lack of understanding surrounding menstruation can leave women who experience painful periods feeling trapped. Conditions which effect menstruation such as adenomyosis and endometriosis are common and whilst 80% of women experience painful periods, 5-10% endure debilitating pain. In some cases this has been recognised, in December Spanish congress voted in favour of a menstrual leave bill. This progressive move will allow people who menstruate up to 3 days paid leave monthly for severe painful periods. 

Alongside actions such as this, it is essential to cultivate a supportive environment in the workplace which allows women to speak up about issues surrounding menstrual health. Creating an open dialogue around menstrual health is one-way employers can make a significant impact, as a proposed 50% of women experiencing debilitating period pain felt unable to disclose this. Approximately one third of men admit that they find discussing menstruation at work to be unprofessional. Without dialogue, workplaces can’t change to appropriately accommodate issues such as this. Without proper support in the workplace, this could impair their ability to perform work tasks and arguably such pain for other reasons would warrant other employees to take a sick day. Companies can do more by way of supporting women who experience pain as a result of menstruation and consider changing the narrative away from embarrassment or shame. 

Menopause 

The implications of menopause can be quite severe, with women often contending with side effects such as low mood, anxiety, lack of concentration/focus, poor memory and hot flushes. Thanks to some well-known celebrities sharing their experiences and campaigning for better medical education, public perception around menopause is beginning to shift. More women are beginning to seek informal advice but obtaining medical support and discussing the impact of menopause at work is still uncommon. 

An estimated 1 in 10 women leave work due to menopause symptoms; ensuring menopause guidelines are in place to provide education and support in the workplace would help enable more women to stay in work. Menopausal women are the fastest growing demographic in the modern workforce and Diaego, Santander, AVIVA and Vodaphone are amongst some of the companies leading the way by rolling out menopause guidelines. For some, this includes resources to encourage all employees to learn about menopause and free access to Peppy, a femtech service which offer consultations with menopause specialists. In the UK an estimated 330,000 women are lost from the workforce due to menopause. As women reach their mid-forties the confidence gap compared to their male colleagues has diminished, only to be caught in the crossfire of ageism and sexism. This leaves many women battling to understand their position within the workforce. 

IVF and pregnancy loss 

There is no legal requirement for companies to give women time off for several huge events that can impact prospective mothers physically and mentally; two of these include fertility treatments and pregnancy loss. With many women requiring multiple rounds of IVF to conceive, work related stress can add additional anxiety to an already turbulent time. The Co-op has recently launched a new policy that allows employees undergoing fertility treatment to be given unrestricted paid time off to attend appointments. In 2023 it would be great to see more companies advertising fertility treatment leave. Similarly, pregnancy loss is a reality for many women, which too often remains a taboo subject. Opening up the conversation around pregnancy loss would allow more women to access mental health support at work and take leave where necessary. 

Flexible working 

The spotlight has been on working parents with March of the Mummies and other activist groups growing in popularity. Women have been demanding government reform on affordable childcare, maternity leave and flexible working. Two thirds of women act as the primary carer for children and spend 77% more time performing care giving responsibilities than men; lack of flexible working and affordable childcare widens the gender pay gap and negates career progression opportunities for women. To ensure a diverse workforce and retain experienced professionals, flexible working should be a priority. Listening to employees will allow employers to optimise flexible working to allow working parents to re-enter the workforce and continue to add value. 

Written by Kiera Aslett – connect with me on LinkedIn