The Chartered Management Institute has advised employers that they could lose talented staff if policies regarding infertility are not implemented. CMI’s warning follows a recent study by Totaljobs & The Fawcett Society that revealed 1 in 5 employees left their jobs because of poor treatment by employers due to fertility issues. Infertility affects 3.5 million people each year. This has a negative impact on talent retention in businesses of all sizes.
The root of the problem is ignorance. IVF and assisted reproduction are also topics that aren’t openly discussed, especially in the workplace. It is because employees are reluctant to tell their employers about what they’re going through. This is understandable. The hesitance stems partly from the fact that the journey is personal, and partly because employees don’t know what will happen to them after they disclose the information.
Will they be seen as a hard worker in the future? They could be perceived as not being committed to their work. They will be required to use annual leave days for appointments. Will they be allowed to make appointments at work? This is just a small list of questions that employees will have to answer as they begin their journey into assisted conception.
Infertility is still a taboo topic
Infertility remains a taboo topic in the workplace due to the current lack of transparency between employers and employees.
It can have unintended consequences. They may feel that they have no choice but to quit their job if they can’t open up to their employer and tell them what they are experiencing.
Some employees will choose to give their notice if they feel unsupported by their employer or judged.
Many of these resignations could be avoided by implementing an infertility program that addresses all these grey areas, and does not leave any room for doubt or suspicion from either the employer or employee.
What are the best infertility policies?
Most effective policies address such areas as the employees’ right to time off, how that time is recorded, whether it be annual leave or another type of leave, and providing a place for them to store and take their medications every day.
Some policies focus on what to do if an employee is unable to report to work due to illness or bad news.
As obvious as it sounds, employees need to know to whom they can talk in confidence to keep their employer informed. All of these issues, if not addressed, can cause employees to feel a great deal of stress, and even lead them to decide to leave.
Signs that are clear
Infertility policies are a sign that you, as an employer understand the situation and will help.
Employers must decide how to deal with infertility, which is a growing workplace problem. They should implement policies and processes that will reinforce their approach. It is important to equip managers and senior members of the team with relevant tools and knowledge, such as a policy on infertility. They will be the first point of contact for all employees.
Clarity all-round
Employers should not implement a policy on infertility just for the sake of it. All policies must be clearly communicated and implemented across the organisation. Employers should involve their staff whenever possible to ensure employee buy-in.
Employers should not underestimate the importance of adapting and being supportive to their employees’ needs. This could be as simple as allowing them to take a half-day off to attend a short-notice appointment, or by being more understanding when they need to take a sick leave because of a failed IVF cycle.
There is a risk that some employees will try to take advantage. However, a fertility policy can provide clarity for all parties and help employers retain valuable talent.
