Women’s Health in the Workplace: Time for a New Approach?

WORDS: Clare-Louise Knox, See Her Thrive

When embarking on a journey to find out about women’s experiences of reproductive and menstrual health issues in the workplace, I didn’t expect to discover such a shocking state of affairs:

“I was given a disciplinary by my Manager for missing a shift, after I’d taken an overdose because of my health condition”, Emma explained, as she told me about her experience of working with Premenstrual Dysphoric Disorder (PMDD), a menstrual related condition which affects around 1 in 20 women. “My employer has commenced ill health proceedings against me and there is a real chance I will lose my job due to my illness” – the words of another woman, Amanda, living with Endometriosis, a condition affecting 1 in 10 women.

The narrative became clear very quickly; a large proportion of women are affected by invisible menstrual and reproductive health problems; symptoms associated with these conditions are having a significant impact on women in the workplace; stigma and embarrassment are preventing women from seeking help at work, with many adopting negative coping strategies as an alternative to disclosure; employers are not yet equipped with the knowledge, skills or confidence to effectively manage and support women’s health in the workplace; as a result, talented women are leaving the workforce through voluntary and involuntary means.

What we often fail to recognise in organisations, is that women have distinct needs due to their biology and reproductive life course, which for some, can present a range of unique physical and mental health challenges. According to Public Health England (2018), at least a third of women in England are suffering from severe reproductive health problems, including Endometriosis, infertility and the Menopause. Many of these conditions, while physical by definition, also have psychological symptoms such as anxiety and depression. Throw in an additional layer of complexity, whereby symptoms may be cyclical in nature. This means they reoccur frequently (often monthly in-sync with the menstrual cycle). Yet, despite the fact that women make up around half of the UK workforce, female health issues are often ignored or dismissed in the workplace.

Trigger-based absence policies, which are common in many organisations, are just one of the challenges for women with reproductive and menstrual health problems.

If we think about a disorder such as Endometriosis (a medical condition where the lining of the uterus grows in other places) it may be impossible for an employee to get to work because of extreme physical pain, thereby forcing her to call in sick. NB. She may not disclose the real reason for her absence due to stigma and embarrassment. As such, the absence is likely to be recorded as “sickness”. As Endometriosis is linked to the menstrual cycle, this pattern might occur every month.

Frequent “sickness” eventually triggers absence management procedures and the employee is likely to find herself on capability measures or out of a job. Yet, with an open conversation and some simple accommodations, the outcome could be very different.

And what about the women who do disclose a menstrual or reproductive health problem? Well, the picture isn’t any better. Just recently, I met an intelligent, successful and ambitious woman working in finance, who has been told by her current employer that she will never be promoted because of her health condition. How would you feel if that was your wife? Your partner? Your daughter? You? It is clear that women are “damned if they do, damned if they don’t”.

By sharing their diagnosis with a manager or employer, they risk stigmatisation and prejudice. But if they don’t, they prevent themselves from gaining access to reasonable adjustments and may fall victim to discrimination. At the end of the day, this is a needless dilemma that is likely to exacerbate symptoms and impact the long-term health and wellbeing of women, not to mention their career prospects.

Ultimately, women want these issues to be normalised, in much the same way as mental health is beginning to be recognised and addressed, so that they can be discussed openly and supported appropriately in the workplace.

And, the tide is beginning to turn. Some organisations are now actively addressing women’s health through training for line managers and more inclusive policies and practices.

Earlier in 2019, the CIPD (Chartered Institute for Personnel and Development) released new guidance for people managers on the menopause at work, which illustrates the shifting landscape of women’s health in the workplace. This is an important development and a solid starting point, though menopause is only one aspect of a much broader spectrum. It is crucial that we build on this work and acknowledge other conditions that affect millions of women every day.

With increased attention on gender equality, inclusion and diversity and workplace wellbeing, women’s health should be an integral part of your company culture. And it makes complete business sense: better awareness, openness and support will enable your employees and organisation to thrive. You will help to attract and retain the best female talent, reduce the impact of regular staff absence (and presenteeism), and improve engagement, performance and productivity.

As a business leader in 2019, is women’s health something you can afford to ignore? "Ultimately, women want these issues to be normalised, in much the same way as mental health is beginning to be recognised and addressed, so that they can be discussed openly and supported appropriately in the workplace."

More info: www.seeherthrive.com and @seeherthrive

About the Author Clare-Louise Knox is an Organisational Psychologist (MSc), Board Member at the International Association for Premenstrual Disorders (IAPMD) and Director of See Her Thrive, a Community Interest Company (CIC) providing specialist training, guidance and support to employers on women’s health in the workplace.

Clare-Louise was recently invited to join a Government Taskforce to address menstrual stigma and education in the UK, where she will work to improve knowledge and awareness in this area. She is an accomplished speaker and has presented at the 2018 CIPD Applied Research Conference, 2018 British Psychological Society (BPS) Annual Conference, PMDD & Me 2019, and DisruptHR London and St. Helier.