Why fertility isn't just a 'woman's issue'
How to break the taboo in the workplace
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With infertility affecting as many as 1 in 6 couples*, fertility is an area many employers are now looking at as part of their wellbeing strategy.
The fertility journey can be gruelling, with a huge physical and emotional toll, which people need support with. It’s not only women who are affected, did you know that 50% of fertility problems are caused by male infertility? (source Peppy). Furthermore, the IVF journey is not just for heterosexual couples – the LGBTQ+ community may require additional support when starting a family, yet often do not qualify for NHS funding.
In recent years we know there has been a shift in employee benefits away from a one-size fits all approach to greater benefits personalisation. Employers understand the importance of targeted support for specific life stages and circumstances and the value this brings to building a fully inclusive workplace. Normalising conversations around fertility doesn’t just tick the diversity and inclusion box, it provides truly valued support to people on an all-consuming journey.
Why does fertility remain such a taboo subject in the workplace?
Fertility Network UK have identified that workplaces are ill equipped to deal with fertility issues – with many employers worried about saying the wrong thing or offering the wrong support. Infertility has often (and wrongly) been viewed as a lifestyle issue and not a medical issue or indeed a necessity. Historically there has been a lack of insight into just how many people are impacted by fertility issues and how that in turn affects the working environment.
The majority of employees want to keep working through their IVF journey, yet 90% of people with fertility problems feel depressed** and 85% of people feel fertility treatment has a negative impact on their work*
Furthermore, at a minimum, 6-8 flexible working days are needed for treatment. If employers are not opening up conversations and addressing these issues, how can employees be expected to be delivering to their full potential in the workplace?
How can you open up the conversation and support your employees with fertility issues?
Shift the mindset
Fertility is not a lifestyle issue, it’s a medical issue. It’s much more common than you think – if someone is not going through that journey personally, they almost certainly know someone who is. And it’s not just a female issue – it’s also impacting men and LGBTQ+ communities.
Do you provide support or information regarding fertility via one of your current benefits and/or providers? Can you open up the discussion on fertility by encouraging employees to seek information and support from your benefits? Normalising the conversation and encouraging employees to seek support is the first step in the process.
Employees shouldn't have to switch off their personal life in the workplace; employers need to bring support to the table.
Raise awareness
Keep the discussion open and ongoing. Start by raising awareness with links to news articles and case studies on your intranet, through email newsletters or your employee benefits platform. Get the most from your current providers and ask them to share collateral for employees.
Perhaps line mangers would benefit from additional training on how to manage these conversations. Think about presentations or lunch and learn sessions ran by external providers. Fertility Network UK also offer a range of downloadable resources for line managers to aid with discussions.
Build a strategy
How does fertility fit into your wider Wellbeing Strategy and company Culture? This shouldn’t just be a tick box exercise.
Alongside benefits, consider policies to support the fertility process. For example, days off or flexible working might currently be at line manager discretion, why not define this to avoid stressful conversations. You might want to provide days off specifically for fertility treatment and/or appointments, or implement a broader flexible programme. Consideration should also be given to pregnancy loss, for both men and women, via a carefully designed bereavement policy. Check what polices and benefits are already in place. Does your PMI policy or EAP offer resources in this area? Let your employees know what support is already available to them and how to access it.
The key to this part is creating a holistic approach and ensuring there is support throughout the fertility process, for all employees.
Fundamentally, at the heart of a successful strategy is compassion, understanding and flexibility as the fertility journey will vary from person to person and support needs to be individualised.
Speak to the Scheme Design Team for further resources and guidance on this topic.
Sources
* Peppy, 2021
** Fertility Network UK, 2021