Just like the menopause conversation only a few years ago, fertility is now being spoken about on a wide scale as part of the news agenda. However, there is a much-needed focus on the gap in support and education around this issue and its impact on individuals in the workplace.
Almost three-quarters (72%) of respondents in Fertility Matters at Work’s recent 2022 survey felt that the topic of fertility was not recognised and valued in their organisation¹, with many feeling unable to talk to their employer.
Following this, Fertility Matters at Work have outlined some positive steps organisations can implement to best support colleagues who may currently be going through fertility challenges or may do in the future:
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Educate yourself on fertility
Managers must understand how fertility issues can impact their team members, not just physically, but emotionally.
Research from Manchester Metropolitan University (MMU) highlighted how “line managers are crucial to the provision of appropriate support” which is why ensuring they’re educated is essential in creating a supportive work environment. Many respondents felt “lucky” to have a supportive line manager, often because they had personal experience or knew someone who had.
Educating line managers will encourage employees to feel more confident and comfortable to open up and seek relevant support. They will then be safe in the knowledge that their experience is likely to be recognised and understood. It will also help managers better handle these sensitive and very personal conversations.
Awareness can be raised through engaging lunch and learn sessions, training workshops or interactive online eLearning modules. Fertility Matters At Work offers training which is accredited by the CPD and written by those with lived personal experience and professional HR insight, designed to balance education with real-life stories to bring this often unspoken topic to life.
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Establish a supportive environment, with policy and guidance as a foundation
A supportive environment starts with the culture of an organisation, not just in its policies and procedures, but its willingness to recognise and talk about topics such as fertility.
Where guidance sits and how it’s communicated is extremely important. Simple mistakes such as locating guidance around IVF or pregnancy loss within an existing maternity or parental leave policy can be particularly triggering for those desperately trying to become parents.
Policy and guidance are vital but are only the first step. A written policy is no use if the culture surrounding it doesn’t encourage two-way conversations and support, ideally through direct line managers, HR and internal support networks.
Another part of creating a supportive working environment internally is about day-to-day conversations and interactions with the team. It can help to be mindful and aware of potential triggering questions about children or informal team events, such as baby showers or pregnancy announcements, that should be handled with care and sensitivity, giving thought to those struggling to conceive.
Workplaces should consider what external emotional support services they are signposting to and offering alongside internal guidance, such as access to therapy and counselling.
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Embrace and enable flexible working
In Fertility Matters At Work’s 2020 survey, it was found that a staggering 83% of employees had found fertility treatment easier to manage alongside work due to the ability to work from home². Working from home can allow employees greater flexibility and discretion to manage work around the multiple appointments needed for treatment and medication requirements.
Flexibility is much more preferable than the 69.5% who said they had to take sick leave during their treatment, with many telling Fertility Matters At Work they felt they had no choice. Employers should consider adjusting start and finish times to support employees through their treatment period.
In making this change, the result would be an employee who feels supported and who is able to continue to deliver, safe in the knowledge that they can manage both work and treatment alongside each other.
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Create awareness around fertility
Fertility Matters At Work found that in hosting their popular panel discussions, organisations experience a ‘domino effect’ of employees all saying the words ‘me-too’ and wanting to share their story. Showing that this conversation isn’t taboo is a powerful way of giving permission to others to speak out.
With 61% telling Fertility Matters At Work they don’t feel confident talking to their employer about trying for a baby³, it’s clear that organisations must try harder to create a fertility-aware environment.
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Consider employee benefits
Employee Assistance Programmes (EAP’s), Occupational Health and Private Healthcare schemes are benefit options that can provide additional support, particularly when it comes to counselling or emotional support.
Employers should consider offering a level of paid leave for treatment, rather than employees having to use their annual leave or take unpaid leave, which can add to the financial burden they may already be experiencing. Other options include offering interest-free fertility loans or fertility benefit schemes to provide access to treatment.
Becky Kearns, Co-Founder of Fertility Matters At Work, comments on supporting colleagues on fertility journey’s in the workplace: “With a significant 42% of respondents in our survey having no idea where to turn to find out what support was in place at their organisation to help them through treatment whilst at work, it’s clear that there is a huge amount of work to be done in professional settings to make employees feel comfortable and confident going forward with fertility journeys at work.
“Implementing all of the above, in a way that works best for your workplace is key to being a fertility-friendly employer. This vital piece of work will increase talent attraction, engagement and retention, whilst reducing sickness absence that may have previously been used to ‘hide’ fertility treatment. Not only could these steps help to open up communication and conversation, but they could completely transform an individual’s fertility journey, whilst also benefiting the workplace.
“We’re currently looking for the first 100 businesses willing to commit to becoming Fertility Friendly. We’ve already welcomed several leading British businesses including Selfridges, News UK, Mediacom, Sidley, Criteo, RHP with many more to come. It’s really great to see so many companies coming forward and showing their commitment to supporting employees and implementing fertility policies.”
For more information on supporting colleagues going through fertility journeys in the workplace, please visit: https://fertilitymattersatwork.com/how-to-support-colleagues-through-fertility-treatment/
Sources:
- All findings were retrieved from Fertility Matters At Work’s recent patient survey conducted at The Fertility Show 2022 using 200 respondents – all of which are navigating their fertility journey in the workplace or had done so in the past. The survey is part of a white paper developed by us, using Manchester Metropolitan Universities’ research into “Complex Fertility Journeys and Employment”
- Findings retrieved from Fertility Matters At Work’s 2020 survey.