During National Fertility Awareness Week Seema duggal, Fertility network UK explains the profound impact fertility issues can have for employees and what employers could do to help.
The national charity Fertility Network UK celebrates 20 years of improving workplace wellness during National Fertility Awareness Week (4-8 November 2024). We are extremely proud of this incredible achievement. We are pioneers in the field and have extensive experience working with both employers and staff to better understand and support employees who are facing fertility challenges. Employers can make a big difference, according to our research and expertise.
Fertility Network’s pioneering involvement with Unison Scotland in 2004 led to the implementation of a fertility policy that was supportive across all 32 local councils in the country. The charity’s pioneering program began with this groundbreaking programme. Today, our Fertility in the Workplace Initiative is flourishing and helping organisations of all sizes in the UK to create a fertility-friendly work environment that supports staff both short-term as well as long-term.
Workplace Stress
Our theme for Fertility Week is #FertilityinMind. We recognise the mental health impacts of infertility, its treatment and the impact on employers. However, we still have more work to do.
This research was co-produced by the British Infertility Counselling Association, Cardiff University, Cardiff Metropolitan University, and Queen’s University Belfast. It looked at the prevalence and causes of infertility related trauma among fertility patients. Infertility-related stress is a common problem, and 41% of the respondents met either the criteria for post-traumatic disorder (PTSD)or complex PTSD.
The study also showed that a lack in workplace support and understanding can exacerbate levels of stress.
The respondents noted that triggers like pregnancy announcements at work contributed to the re-experience of trauma, and it was difficult for them to receive news of negative outcomes.
Certain workplaces such as schools and midwifery, and antenatal care were especially traumatizing because of the prolonged and inavoidable contact they had with children, babies and their parents. Some people reported being bullied for taking time off to receive treatment.
Participants reported that they had difficulty at work due to the psychological and physical effects of their treatment. Some participants felt they had to continue working despite their illness, due to obligations or because they didn’t feel they could tell colleagues about what they were experiencing.
Knowledge and understanding
Respondents noted that the lack of knowledge about infertility, particularly the IVF procedure, was difficult. They also stated that employers not understanding the treatment time required caused unnecessary stress.
The latest research builds upon previous work by Fertility Network, and others, which highlights the importance of an understanding employer. In a recent survey by the UKG Workforce Institute, managers had a greater impact on employees’ mental health than doctors (51%), therapists (41%), and even spouses or partners (69%). A supportive workplace can be beneficial to both employees and employers.
Our Fertility in the Workplace Initiative focuses on providing support in many different ways. This includes education sessions, the development of policies, and the sharing of stories from real-life experiences to help managers and employees understand the realities and emotional, physical and financial tolls that infertility may have. It also involves raising awareness among all staff about reproductive health. Knowledge is key.
Positive Action
These issues can overwhelm many managers. They should be assured that they do not have to be medical experts or have all the answers. Listening and providing support are important.
We suggest managers:
- with the employee, create a treatment plan that prioritizes treatment
- Be available to monitor the progress of the project
- It’s important to understand that some people will want less involvement. It’s important to have at least the option of regular check-ins.
IVF is time-sensitive and time-intensive. Fertility Network’s research shows that the average IVF cycle requires between 8 and 10 flexible days to accommodate appointments, scans for egg collection, and embryo transfers. It is common for clinic appointments to run late or be booked last-minute, so workplace flexibility is vital.
Unfortunately, it is not unusual for employees to reduce their working hours or quit their jobs if they are unable to balance their work with fertility issues. Our research found that almost one fifth of employees quit their jobs because of fertility treatments. If employers are flexible, this may not be necessary.
An accessible policy
It is crucial to create a culture of openness and freedom from stigma by having a fertility policy that is accessible at work. This helps to ensure that employees are comfortable at work, so you can attract and retain top talent. According to our research, 83% of respondents rated fertility policies or support as very important when considering a new employer or job.
Employees who have a policy know what assistance is available to them, including time off to undergo medical procedures. They don’t need to reveal their infertility, or the treatment they are receiving, if that’s not something they want to do. It’s important to remember that your policy should also support your partner. Men account for about half of all fertility issues.
Fertility in The Workplace helps organisations develop their own workplace policies. FITW offers fully funded support to small and medium-sized organisations with fewer that 250 employees.
As soon as you’ve implemented a policy, ensure that everyone is aware of it. It may be helpful to appoint a Fertility Advocate to help open up conversations and inform people about the support available.
Fertility Network has been working with employers and employees to improve workplace wellness for 20 years. It’s been a great experience to be at the forefront of this change. We are now looking forward to 20 years of positive change as more forward-thinking companies empower their employees and eliminate stigma.
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