Brittany Pittham shares proactive steps for creating an accommodating and supportive workplace for employees dealing with infertility.
Infertility is a common issue that affects so many. One in six women are diagnosed with infertility and one in four women experience miscarriage.
Experiencing these things are difficult enough, but the true heartbreak comes from having to put on a brave face, pretend nothing has happened and go into the workplace and carry on treating patients to the best of our ability.
Patients themselves may be pregnant or bring their little one for their very first check-up.
I can personally say that going back to work after a miscarriage has left me feeling isolated. The realisation of my world ending and everybody else’s carrying on was a heavy load to carry.
Dentistry is a female-dominated industry with over 99% of nurses and over 50% of dentists being female, and so naturally this includes a cycle of pregnancy and maternity leave. But amidst that female workforce, there are women, like me, whose babies have died or who cannot conceive.
A female dominated industry which once felt empowering for me, now feels suffocating.
Infertility in the workplace
Infertility is defined as the inability to conceive or remain pregnant and can be a source of significant emotional and physical stress.
For employees dealing with infertility, the challenges extend beyond personal life into the workplace affecting productivity, workplace relationships, mental health and overall job satisfaction.
The infertility journey often involves numerous medical appointments, treatments and procedures which can be physically exhausting and emotionally draining. Employees may experience anxiety, depression and a sense of isolation, impacting their performance and engagement at work.
Understanding these challenges is crucial for creating a supportive work environment where employees feel safe to express their challenges and are supported to continue thriving within their career.
Employers play a vital role in supporting employees facing infertility. By fostering an empathetic and accommodating workplace culture, companies can help reduce the stress associated with infertility and demonstrate their commitment to employee well-being.
As a practice manager and someone who is personally battling unexplained infertility, I have made it my focus to create an accommodating and flexible working method for my staff to allow for both personal and career development.
Creating an accommodating practice
1. Cultivate a supportive environment
Creating a culture of openness and support is essential.
Encourage managers and HR professionals to be empathetic and understanding of the struggles employees may be facing. Training programs can help staff recognise the emotional toll of infertility and respond with sensitivity.
2. Offer flexible work arrangements
Flexible work schedules can significantly alleviate the stress of balancing work and fertility treatments.
Options such as remote work, flexible hours and the ability to take leave for medical appointments can make it easier for employees to manage their treatments without compromising their job responsibilities.
3. Provide comprehensive health benefits
If your company/business offers private health insurance, it is strongly suggested that it is accommodating to all-by ensuring that the health insurance plans cover infertility treatments, including medications, in vitro fertilisation (IVF), and other assisted reproductive technologies (ART).
This demonstrates a supportive workplace that encourages women to seek help when needed without fear of workplace repercussions. Clear communication about these benefits can reassure employees that their employer supports their journey.
4. Establish infertility support programs
Provide information to staff on infertility and miscarriage support programs and charities, such as employee resource groups (ERGs). These groups can provide a safe space for employees to share their experiences and access peer support.
A mental and emotional offload can help to alleviate built-up frustration and anger and allow for clearer and more rational thinking both in personal and work life.
5. Promote mental health resources
Offer staff access to mental health resources, including counselling and therapy services. Infertility can take a significant emotional toll and professional support can help employees navigate their feelings and maintain their mental wellbeing.
Practices should have mental health assistance schemes and it is important for staff experiencing infertility that they are entitled to access these schemes to enable clearer thinking and productivity in the workplace.
6. Implement clear leave policies
Practices should develop clear policies regarding leave for fertility treatments. Ensure these policies are communicated effectively to all employees and that they are designed to be as accommodating as possible – this includes both paid and unpaid leave options.
Being transparent about policies and procedures allows staff to feel confident in what their options are and how they would like to exercise their employee rights without the need for sometimes awkward conversations.
7. Foster an inclusive culture
Promote an inclusive culture where employees feel comfortable discussing their personal challenges without fear of stigma or discrimination.
Encourage open dialogue and provide education on infertility to reduce misconceptions and foster empathy among colleagues.
Businesses then need to take practical steps for the implementation of infertility support in the workplace. So, how can we do this?
How to implement infertility support
1. Conduct a needs assessment
Start by understanding the specific needs of your workforce. Conduct anonymous surveys or focus groups to gather insights on how infertility affects your employees and what support they require.
2. Develop and communicate policies
Create clear, written policies that outline the support available to employees facing infertility. Ensure these policies are easily accessible and communicated regularly through various channels, such as employee handbooks, intranets, and meetings.
3. Train managers and HR staff
Provide training for managers and HR staff on how to support employees dealing with infertility. This training should include recognising the signs of distress, understanding the basics of infertility treatments and knowing how to offer appropriate accommodations.
4. Monitor and adjust
Regularly review the effectiveness of your support initiatives. Seek feedback from employees and make adjustments as necessary to ensure the policies and programs remain relevant and effective.
Proactive steps
Supporting employees facing infertility is not only a compassionate approach to the treatment of your workforce, but also a smart business strategy. By fostering a supportive and accommodating work environment, employers can enhance employee wellbeing, increase loyalty and improve overall productivity.
The support that staff receive while undergoing these horrific challenges can be the making or breaking of a workplace relationship. A study by CIPD (Chartered Institute of Personnel and Development) found that one in five women leave their workplace due to a lack of understanding from employers.
Taking proactive steps to understand and address the needs of employees dealing with infertility demonstrates a commitment to inclusivity and empathy, ultimately creating a healthier and more supportive workplace for everyone.
For more information and support:
- Tommy’s – the largest UK pregnancy and baby loss charity, funding research into stillbirth, premature birth and miscarriage
- Miscarriage Association – a charity offering support and information to anyone affected by the loss of a baby in pregnancy, to raise awareness and to promote good practice in medical care.
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