From awareness to action: creating an inclusive fertility policy in the workplace

A year ago I stepped into a Podcast Studio in Brighton to be interviewed by an old patient of mine, Sam Thomas. I was victim 23 in his 24-hour podcast challenge, very nervous as I had not done anything like this before, but excited as we hadn’t met in over eight years, writes Carole Gilling-Smith, of The Agora Clinic.

Sam and his wife, Kelly, are proud parents of twins conceived at the Agora! Within minutes of the podcast starting, we were engrossed in a deeply emotional conversation which became pivotal, for both of us, as we reflected on his journey, and I reflected on my passion for dispelling the myths and taboos still associated with infertility and improving fertility education in schools and the workplace. That is how I have found my way into this magazine, covering, topic by topic, those areas in reproductive health I know so many feel uncomfortable discussing.

Fertility Awareness Week (30th October to 2nd November) is a poignant reminder of the challenges faced by individuals and couples struggling with fertility issues and so, in this article, I have elected to delve deep into a workplace issue and give you my top tips on how to create a fair and inclusive fertility policy.

The elephant in the room

Let’s start with this. Employers know that many of their younger employees will at some point want to start a family. This stems from an innate human desire for companionship, leaving a legacy and most importantly a deep emotional fulfilment derived from nurturing and watching a new life grow, especially with one’s partner. If conception is not, or cannot, happen ‘naturally’, or there is pregnancy loss, immense stress evolves and for many there are additional feelings of despair, guilt and shame. Broaching the topic of needing fertility investigations or treatment to conceive is not a conversation most want to have with their friends, family or work colleagues let alone with their boss or HR department. It is an ‘uncomfortable’ topic prompting fear of discrimination which could affect job prospects or promotion.

The harsh reality is that people find it incredibly challenging to deal first with the diagnosis of infertility and then the treatment they need to resolve it; it can be incredibly hard to juggle fertility treatment appointments, daily injections and the inevitable emotional rollercoaster of the fertility journey while staying on top of your professional game and keep the whole thing hidden from your boss and work colleagues. That is why fertility journeys are so often shrouded in secrecy, with injections being done during coffee breaks in the staff toilets, appointments being attended by only one partner and sick days being taken at short notice.

Over 60% of businesses fall short when it comes to understanding and accommodating these unique needs as they have no fertility policy in place. Workflow is disrupted and talent is lost due to stress, decreased productivity, and burnout amongst affected employees. With unemployment at an all-time low, and recruitment and retention an ongoing challenge, there has never been a better time for organisations to step up their game and make a positive change.

The 5 domains within an inclusive fertility policy

1. Education and awareness

A recent survey found that 43% of those going through fertility treatment faced negative comments or attitudes by their colleagues at work. Best workplace environments find the time and space to educate their managers and employees about fertility issues through seminars and workshops, inviting professional speakers in to provide insights into the emotional and physical aspects of infertility and encouraging those with lived experience to share their stories. This helps colleagues learn how to support, what to (and not to) say, reduces the stigma surrounding fertility struggles and helps foster a more empathetic workplace culture. This can be facilitated and reinforced through fertility awareness days such as during National Fertility Awareness Week. Over the last three years, I have been invited to speak to many organisations about fertility matters and the feedback has always been overwhelmingly positive.

2. Flexible working arrangements

Flexibility is key when supporting employees facing fertility challenges as treatment often involves multiple appointments over weeks and months (a typical IVF cycle could be 6 to 8 appointments and several cycles might be needed to achieve a pregnancy). The best approach is to adopt flexible working arrangements, such as adjusted schedules or remote work options, to allow individuals to attend their medical appointments and manage their treatments without compromising their professional responsibilities. An alternative approach is to ensure paid leave for all appointments. Both options demonstrate how as a business you are committed to supporting your employees’ personal well-being. This will not be a financial burden as the business will benefit from predictable absence, reduced sickness and long-term employee loyalty.

3. Emotional and mental health support

Infertility or pregnancy loss can have a profound impact on an individual’s emotional well-being. The charity Fertility Network UK found that over 90% of those going through fertility treatment experienced depression. This is why businesses should consider providing access to specialist fertility counselling services or employee assistance programs (EAPs) that offer professional support for mental health issues related to fertility struggles. These resources can help employees navigate the emotional challenges and develop coping strategies, promoting overall well-being. The workplace should also consider creating safe spaces where fertility and other matters can be discussed in confidence, employees can go to administer their fertility injections or ‘take 5’ if the emotional burden is taking its toll.

4. Confidentiality and privacy

Maintaining confidentiality is paramount when dealing with sensitive issues such as infertility, miscarriage, or adoption. HR departments and managers should ensure that their employees’ personal information remains private and confidential, respecting their right to disclose or withhold information about their fertility journey. This creates an environment of psychological safety, where individuals feel comfortable opening up about their journey, whatever that may look like, and seeking support without fear of judgement or discrimination.

5. Financial support

Whilst some going through fertility treatment have access to NHS funding, many have to self-fund their treatment which can be financially draining, especially as infertility is not often covered by standard health insurance plans. However, change is in the air and employers can make a significant impact by offering benefits that include a fixed price fertility package which will cover fertility treatments, adoption, or surrogacy as needed. A number of leading health insurance providers are now working with organisations to offer such policies, as well as supportive apps, making the journey more manageable. Whilst this is a cost, this sort of support inspires employees and is likely to be a win-win.

Make your fertility policy accessible and inclusive

Any policy or guidance needs to be visible and accessible to all staff and written in language that is appropriate and sensitive to the differing needs, gender identities and sexual orientation of the workforce. A well set out fertility policy should discuss all the pathways to parenthood, including donor egg and sperm treatments, surrogacy and adoption as well as pregnancy loss and signpost staff to additional resources for support and information.

Make a difference this Fertility Awareness Week and if you are unsure how to do this, reach out to our professional team at the Agora Clinic www.agoraclinic.co.uk. Many of my team will gladly come in and provide some free education.