A new study has found that women are nearly 10 times more likely to be asked by their managers about their plans to have children compared to their male counterparts. This disparity points to deep-seated gender biases in the workplace.
Key Findings of the Infertility Awareness Report
The Infertility Awareness Report, conducted by experts at Fertility Family, revealed significant differences in how male and female employees are treated concerning family planning. Specifically, 27% of women reported being questioned about their childbearing plans by managers, compared to only 3% of men. This stark contrast highlights a significant gender disparity in workplace attitudes toward fertility and family planning.
The report also found that only a quarter of employers have a policy in place regarding fertility treatments. Alarmingly, 40% of employers have no formal policy and no plans to implement one. This lack of structured support leaves many employees feeling unsupported and uncomfortable discussing fertility issues with their superiors.
Broader Impact of Workplace Policies
To understand the broader impact of workplace policies and attitudes towards infertility, Fertility Family surveyed 429 UK respondents who have experienced infertility. The findings indicate that nearly half (47%) of people feel uncomfortable asking for time off for fertility-related appointments. This discomfort underscores a pervasive issue of stigma and discomfort surrounding fertility in the workplace.
Employee Fertility Struggles
The study also revealed significant differences in how comfortable employees feel discussing their fertility struggles with their managers. Only 27% of employees reported feeling comfortable discussing these issues with their managers, while a larger percentage, 43%, did not feel at ease doing so. Notably, more than a quarter of women (27%) reported being asked about their childbearing plans by either their manager or someone in senior management, a stark contrast to just 3% of men facing the same inquiries.
Additionally, the study found that 22% of respondents have reduced their working hours to undergo fertility treatments. Furthermore, 14% of respondents waited until they were in a senior role before considering their fertility journey to ensure financial stability.
What Can Leaders Do?
To create a more supportive and inclusive work environment, leaders can implement several key strategies to address fertility challenges faced by employees:
Implement Comprehensive Fertility Policies:
Introduce clear policies that address fertility treatments and family planning support. This ensures employees know their rights and the support available, creating a more inclusive workplace.
Appoint Fertility Champions:
Designate specific individuals as fertility champions or mental health first aiders. These champions can serve as points of contact for employees hesitant to discuss fertility issues directly with their managers or HR.
Provide Training for Managers:
Offer training sessions for managers to raise awareness about fertility challenges. This training should include guidance on how to approach the topic with sensitivity and support.
Promote Flexible Working Arrangements:
Introduce flexible working hours or remote working options for employees undergoing fertility treatments. This can help employees balance their medical appointments with their work responsibilities.
Encourage Open Dialogue:
Foster an environment where employees feel comfortable discussing fertility issues without fear of discrimination or stigma. Regularly communicate the importance of supporting colleagues dealing with fertility challenges.
Offer Counselling Services:
Provide access to professional counselling services for employees facing fertility issues. This support can help alleviate the emotional stress associated with fertility treatments and family planning.
Review and Update Policies Regularly:
Continuously review and update workplace policies to ensure they remain relevant and supportive of employees’ needs. Involve employees in the process to gather feedback and make necessary adjustments.
Wellity Training Support
Empowering Women in the Workplace
This session will enable more women to tackle bias, drive change, and put themselves forward and take more risks, creating more role models, mentors, sponsors and inspiration.
Objectives:
- Raise awareness about gender inequality and its impact on women in the workplace.
- Equip women with the necessary skills and confidence to overcome barriers and assert themselves professionally.
- Foster a supportive network and mentorship opportunities to encourage the growth of female employees.
- Promote a workplace culture that values and celebrated the contributions of women.
Let’s Shatter The Glass Ceiling
This session will equip women with the knowledge and skills to shatter the glass ceiling and realise their full potential in their professional journeys.
Objectives:
- Recognise and address the challenges faced by women.
- Develop strategies to promote gender diversity and inclusivity in remote and hybrid work environments.
- Enhance strategies and networking skills to create more visibility and impact for female professionals.
- Encourage organisations to implement inclusive policies and practices that support work-life balance and career progression.
For further information, contact us at hello@wellityglobal.com.
