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Welcome to the final episode in this series of The F Word at Work, where we discuss mental health at work, and its prevalence regarding the topic of fertility in the workplace. We're delighted to be in conversation with Simon Blake, CEO of MHFA England® and a leading voice in mental health advocacy.
With a passion for driving social change, Simon champions diversity and community support. As Chair of the Dying Matters Campaign, he continues his commitment to promoting holistic wellbeing.
Here's a glimpse into our conversation:
Over 300,000 mental health first aiders are now active in the UK, with one in 40 adults receiving training. We delve into the impact of this training and how it has evolved over the years.Mental health takes centre stage alongside physical health concerns, emphasizing its crucial role in creating a healthy work environment.We explore the importance of using inclusive language and fostering supportive behaviours when discussing both fertility issues and mental health. The importance of listening and offering support, rather than trying to "fix" someone's situation.Learn about the valuable resources available for Mental Health Awareness Week and how these can support the fertility conversations in the workplace.We learn about Mental Health First Aid England's mission to provide training and consultancy on mental health awareness and support.Understand what mental health first aid is and its role in the workplace, including recognizing signs and symptoms of mental health issues, providing initial support, and signposting individuals to appropriate resources.The importance of creating a workplace culture where employees feel safe, supported, and have a sense of belonging, especially in the wake of the pandemic's impact on mental well-being.We explore the "My Whole Self" campaign, which emphasizes the need for dismantling the stigma surrounding fertility challenges and their connection to mental health.The importance of well-being check-ins and the need for managers to be trained in supporting employee well-being. It also recognizes the fear of missteps in difficult conversations and emphasizes building trust with employees.How mental health first aiders can empower managers and employees to address mental health and well-being concerns, including those related to fertility challenges.The importance of psychological safety in the workplace is highlighted and how mental health first aid training empowers individuals to support their colleagues, fostering a positive work environment.We conclude by reflecting on the rewarding aspects of MHFA England's work. This includes the widespread impact of training, the stories of individuals using their skills to help others, and the dedication of mental health first aiders in creating positive workplace cultures.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
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Welcome to another episode of The F Word at Work, where we delve into the vital conversations surrounding fertility in the workplace. Today, we're honored to host Gemma Young, Senior Managing Director at Nuveen, a driving force in shaping marketing strategies across EMEA and Asia Pacific.
Gemma Young, is an esteemed marketing leader, takes center stage, steering Nuveen's marketing endeavors while chairing the business resource group "achieve," dedicated to females and female allies.
What we discussed:
Gemma's personal journey fuels her dedication to address fertility challenges in the workplace, propelling Nuveen to pioneer impactful initiatives.Nuveen's proactive stance in fostering fertility conversations through a robust event program.Insightful panel discussions and networking sessions covering diverse topics from IVF to LGBTQ family building.Addressing crucial health issues like PCOS and endometriosis to foster a supportive environment.Witness the ripple effects: heightened awareness, enhanced employee support, and policy shifts like the introduction of fertility leave.Gemma's brilliant work internally won an award via the business resource group. Gems of wisdom for initiating similar dialogues: leverage existing affinity groups, engage HR, and rally supportive leadership.Proactive measures are key; continuous dialogue and awareness pave the way for meaningful change.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
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In this episode, we are joined by Wayne Clark - the visionary force behind the Global Growth Institute (GGI), headquartered in the UK and Netherlands. Natalie reached out to Wayne, after hearing him speak about his book 'How to become a World Class manager' on another podcast and knew he would be the perfect person to discuss how organisations can really tap into the manager mindset when it comes to getting them to appreciate the importance of the fertility conversation at work. Wayne has an amazing track record and has been recognised for 4 years by HR Magazine as one of the top 25 “Most Influential Thinkersworking and to date he has worked with more than 700 CEOs/boards and thousands of managers in over 30 countries.
What we discussed:
Wayne shares the extensive research his organisation conducted to identify key traits of a world-class manager.Twelve crucial focus areas for managers Building strong relationships is crucial for effective communication between managers and team members.The importance of creating space and time for meaningful conversations and relationship building is emphasized.Steve Jobs' perspective on leadership and vision creation is shared, emphasizing the importance of clear communication.Challenges in conveying the context and vision from senior leadership to frontline managers are discussed.The frustration with unproductive meetings and the need for more effective communication tools is highlighted.Suggestions for utilizing different communication methods beyond traditional meetings are discussed.Utilizing webinars and lived experiences to enhance learning and empathy among managers is explored.High-performing manager identification and knowledge-sharing practices are discussed as effective learning strategies.Encouraging managers to understand the backstory of team members and build empathy through storytelling exercises.The value of building relationships through understanding and empathy is emphasized for effective management.Challenges with time management and the importance of flexibility in scheduling regular one-to-one meetings are discussed.The significance of spending time consciously understanding team dynamics and organizational needs is highlighted for effective management.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
Follow FMAW and access our free resources:
Make sure you download our guidance here You can book a call to speak with us here.Find out more about our services and sign up for our newsletter here.Follow us on Insta and find out what our community has to say.Join us on... -
In this episode, we are joined by Sabine Hutchison, the dynamic CEO and Co-Founder of Seuss+ and Vice President of the HBA EMEA region. Sabine renowned for her trailblazing spirit in entrepreneurship. With a knack for innovation, Sabine has spearheaded multiple ventures across diverse sectors, showcasing her prowess as a serial entrepreneur and Natalie met her in Basel, after Becky and her had presented our Fertility Matters at Work and here's why, flagship session as part of the inagural HBA Gender Summit. The chat begins with Claire and Natalie from FMAW discussing the importance of cross-industry awareness raising activity, which we facilitate.
What we discussed:
Significance of cross-industry conversations in the workplace.Overview of an upcoming women's health webinar in collaboration with CIPD.The need for culture change through continuous conversations across industries.The importance of removing taboos around women's health in the workplace.Challenges faced by women in leadership roles related to menopause discussions.Considerations for discussing taboo topics in gender-specific and male-dominated environments.Challenges of maintaining focus on important well-being topics amidst distractions.Importance of diverse perspectives and storytelling in addressing workplace challenges.Encouraging open conversations to normalize discussions on personal experiences in the workplace.Exploring the emotional, psychological, and financial impact of workplace well-being.Objectives for encouraging HBA members to prioritize well-being discussions in 2024.The significance of taking action and initiating conversations on crucial topics.Reflecting on the insightful panel discussions and the importance of actionable steps.Acknowledgment of ongoing conversations and the value of addressing challenging topics in the workplace.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
Follow FMAW and access our free resources:
Make sure you download our guidance here You can book a call to speak with us here.Find out more about our services and sign up for our newsletter here.Follow us on Insta and find out what our community has to say.Join us on LinkedIn.Find us on X
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In this episode, we are joined by Madeleine Macy, formerly the Marketing Director at Liberty and currently the Chief Executive Officer at SkyDiamond, and Brendan Boucher, Group Treasurer at The Compass Group. Please note the sensitive content within this episode as there is talk of pregnancy loss and failed IVF and you will hear about Madeline and Brendan's alternative routes to parenthood through Surrogacy.
What we discussed:
Madeleine describes her fertility journey, spanning almost a decade and involving various treatments, including alternative medicine, medication, artificial insemination, and in vitro fertilization (IVF).
The difficulties of managing fertility treatments while working, especially in a demanding career. Madeline discusses experiencing multiple miscarriages, including one during her early days at a new job. She shares that she initially chose not to disclose her pregnancy losses at work, fearing it might affect how she was perceived professionally.
The toll fertility struggles took on her mental health, leading to periods of depression and personal challenges and how Madeleine eventually opened up about her experiences at work, receiving support from her boss and HR director.
The importance of creating a supportive work environment for those facing fertility challenges and the impact of colleagues' pregnancies on people's emotional well-being, highlighting the difficulty of seeing others go through pregnancy while dealing with loss
IVF during the pandemic and the advantages of remote work for those undergoing fertility treatments.
Exploring surrogacy as the next step in their journey after facing challenges with IVF.
The grief associated with another miscarriage during the surrogacy process and the emotional toll it takes and the importance of taking time off when needed and the need for workplaces to recognize miscarriage as a form of bereavement.
The male experience of fertility journey, including experiences of loss, challenges, and different stages of treatment.
The impact of changing jobs whilst still going through different stages of treatment including egg donation and IVF cycles, and challenges faced during the process.
How a a chance encounter with a couple on a boat in Thailand led to finding a surrogate.
Emotional impact, resilience, and the importance of support during the fertility journey.
The challenges of balancing fertility treatments with work responsibilities and the need for awareness, education, and support networks within organizations.
Conscious quitting and the changing expectations of employees regarding ethical and supportive workplaces and why organisations need to be inclusive.
Consideration of individual circumstances in workplace policies and the possibility of offering paid leave per fertility cycle.
Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here. We'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
Follow FMAW and access our free resources:
Make sure you download our guidance here You can book a call to speak with us here.Find out more about our services and sign up for our newsletter -
Welcome to Series 3 of The F Word at Work where we'd love your support and feedback so please do hit follow and if possible leave a review in the app you are listening to.
In this episode, we are joined by Caroline Noublanche, the CEO and co-founder of the world’s first virtual fertility set-up called Apricity discussing the evolving landscape of fertility benefits, their importance, implementation challenges, and innovative solutions to support employees through their fertility journey.
What we discussed:
How Facebook was among the first to offer fertility benefits in 2014, followed by other tech giants like Google and Apple. Recently, companies in the UK, such as NatWest, Monzo, and Marks and Spencer, have also started offering these benefits.How FMAW’s work is to help organizations understand family-building challenges and support employees going through fertility treatments.Caroline explains the workings of fertility benefits explaining how they are compensation packages to support employees through their fertility journey.The workings of fertility benefits - how they can include health insurance coverage or cash allowances and are important for attracting and retaining talent, improving productivity, and promoting diversity and inclusion.How companies often inquire about the implementation, cost, and coverage of fertility benefits. The need to address misconceptions, such as the idea that offering egg-freezing benefits encourages women to prioritize their careers over family planning.How Apricity's virtual approach to fertility treatment minimizes disruption to a person's working day and providing constant support through its innovative technologies.How it can be both HR professionals who drive discussions around fertility benefits as well as employees with lived experience of fertility struggles who advocate for these benefits. The US is more advanced in offering fertility benefits, with about 40% of employers providing them. The UK is approximately three years behind but is gradually catching up, especially among large international companies.How organizations may be apprehensive about the cost of implementing fertility benefits, however, innovative approaches, such as utilization-based insurance and partnerships with insurance companies, can help alleviate financial burdens on employees.Fertility benefits extend beyond financial assistance. Virtual clinics like Apricity offer convenience, better outcomes, and reduced disruption to employees' lives, addressing physical, emotional, and financial aspects of fertility treatment.Both Fertility Matters at Work and Apricity offer educational workshops and resources to help organizations understand and implement fertility benefits effectively.Thank you to Apricity who are sponsoring this series of The F Word at Work. To find out about more about how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here.
Follow FMAW and access our free resources:
Make sure you download our guidance here You can book a call to speak with us here.Find out more about our services and sign up for our newsletter here. -
Welcome to Series 3 of The F Word at Work where we'd love your support and feedback so so please do hit follow and if possible leave a review in the app you are listening to. As we get ready for another exciting year at Fertility Matters at Work, we wanted to kick off this podcast episode in conversation with our co-founders Natalie, Becky and Claire to talk about why becoming fertility friendly in 2024 really does matter. We also wanted to share some of the amazing achievements that happened in 2023 that we'll be continuing to build on this year.
What we discussed:
Highlights from 2023: Including national press coverage on BBC Breakfast News, amazing speaker opportunities at The Modern Family Show and the HBA Gender Healthcare summit, Details of the organisations who have become accredited as well as our impact statistics including over 150,000 employees reachedThe perception Shift in 2023: BBC Breakfast News coverage of this topic in successive weeks has highlighted a shift in public awareness and engagement of the importance of this issueHow momentum is growing with there now being widespread discussions about fertility matters at work with numerous collaborations and the topic being discussed in global organisations as they realise the vast impact. How fertility issues impact businesses, emphasizing the financial and personal costs associated with talent turnover and lack of support during fertility-related challenges.Why the male perspective needs to be part of the conversation and how there's a recognition that the conversation is expanding beyond being viewed as solely a female issue, with a growing acknowledgment of male perspectives and LGBTQ+ considerations in fertility discussions.Why this is so important for talent Retention and engagement and the importance of businesses recognizing fertility matters as a workforce challenge, considering talent retention, engagement, and long-term planning.Why societal perspectives on Infertility on infertility are still a challenge and that infertility is still not being recognized as a legitimate medical condition or a significant life event.Optimism about changing perspectives:Call to Action for 2024:consider fertility-related conversations, share experiences, and engage in initiatives like the fertility workplace pledge.Thank you to our series sponsor Apricity:
Apricity is the world’s first virtual fertility clinic. They use at-home testing and scans, which means just two in-person meetings per treatment compared to around ten with the traditional model. It's fertility benefit gives end-to-end support and treatment from Apricity doctors and nurses, and transparent pricing with no hidden costs.
To find out about the unique Apricity Fertility Benefit and how they can support your employees with inclusive fertility care please get in touch with its expert corporate team here.
Follow FMAW and access our free resources:
Make sure you download our guidance here You can book a call to speak with us here. Find out more about our services and sign up for our newsletter here. -
The F Word at Work podcast welcomes you to series 3, where we continue to highlight the impact of people’s family building struggles at work and why as a business - whatever size you are - becoming fertility-friendly in 2024 should be on your priority list. You’ll hear from specific sectors on how they are addressing the issue with awareness-raising activity and training hear our updates on the work we’re doing to lobby parliament in the UK and learn more from our community about their experiences with alternative routes to parenthood such as surrogacy. You’ll also hear more insights as always from thought leaders in the workplace wellbeing space. We hope you find these conversations useful and they help you put the business case forward as to why fertility really does matter at work.
Thank you to Apricity for sponsoring this podcast
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Welcome to another episode of The F Word at Work. Before we begin, we'd love to hear more of your feedback, so please do leave a review in the app you are listening to - it's possible on Apple and Spotify.
Meet a man on a mission! Holding the role of Managing Director at JAAQ at Work, founder of Includability, and co-founder of DiSRUPT, Paul Smith has dedicated his professional life to instigating transformation and nurturing spaces where every voice is valued and acknowledged. His fervor lies in uniting people and constructing communities that aren't mere existences but catalysts for change. Paul firmly advocates for the potential inherent in diverse and inclusive environments, ones that embolden individuals and spark innovation. Join him in challenging the established norms and jointly creating a substantial influence!
What we discussed:
Paul shares how he got introduced to Jack.org and its founder, Daniel Gray. He talks about how Jack.org was born and its mission to positively impact mental health.What topics are covered by Jaaq.org including suicide, core mental health issues, eating disorders, addictions, fertility, menopause, LGBTQIA+ issues, race, ethnicity, grief, and bereavement.How the Jaaq at Work came about and is working with organizations to provide a safe space for employees to learn, be educated, and empowered.Changing the Mental Health conversation in the workplaceThe challenges of getting people to open up about their mental health at work and the importance of providing education and knowledge to employees and managers.The importance of having a visual presence of mental health conversations in the workplace, such as posters, QR codes, and other engagement tools.The importance of collaboration and empowerment within organizations. He discusses the role of Jaaq champions and employee resource groups in driving mental health initiatives.Trends in workplace wellbeing, including the increasing awareness of issues like suicide, bereavement, neurodiversity, menopause, and fertility.Making mental health conversations year-roundQuick wins for organizations - have the infrastructure in place to support mental health, train and educate employees and managers, and encourage authentic storytelling.The power of storytelling and how it can drive change within organizations and create a culture of mental well-being.Thanks to our sponsor Apricity Fertility
Make sure you download our guidance here Follow Fertility_arty You can book a call to speak with us here. Find out more about our services and sign up for our newsletter here. Follow us on Insta and find out what our community has to say. Join us on LinkedIn.Find us on Twitter.
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Welcome to this episode of The F Word at Work, where we are celebrating Ferring Pharmaceuticals who are now fertility friendly accredited ™️ and we're joined by Mary Knight, Head of Global Ethics at Ferring to talk about the incredible work they have been doing globally to support Ferring's employees who are building their families. We're delighted to share that Ferring Pharmaceuticals are now a fertility friendly accredited ™️ employer ( updated Jan 1st 2024 )
What was discussed:
Pillars of Building Families at FerringHow the planning evolvedKey considerationsInsights gained from patient communities to learn more about people's experiences and encompasses the range of experiences and practicalities involvedProgram designed to support all family building journiesaddressing every eventuality at parental leave policies Three pillars - those who are facing challenges conceiving with financial support and it includes IVF, Surrogacy or Adoption with no capRemoving barriers such as financial support which can vary region to region as well as country to countryFerring wanted to give the most generous, holistic package so it was truly equitablePillar two - around parental leave for all parents including birthing and non-birthing parents, which is flexible and can be taken over implementsLeave also includes time off for treatment, pregnancy loss, still birth, adoption - all learned from sharing experiences from employeesNeo-natal period of leave also includedThird pillar includes tying the support and leave together with a true commitment that is informed about the issue to ensure managers have empathy about the vast issues around family building strugglesEnsuring there is training and education to bring it to life and Ferring's commitment to awareness and support at work, with FMAW's eLearning, awareness raising activities and factual information for all involved in the day-to-day of the business to make sure people are supportedMaking sure the culture of one of no taboo and people understand the need for empathy and compassion. Feedback of real-life impacts since launch in July 2022 - videos shared and testimonies sharedHow they've learned from the realities shared by people's experience meaning the issue is really brought to life. Aims to build employee support and resource groups to share experiencesAdvice for other organisations on how to implement this type of support - such as bringing in stakeholders who have passion about the topic across a range of functions within the company.You can watch Natalie and Becky as part of Ferring's Fertility Awks campaign
Thanks to our sponsor Apricity Fertility
Make sure you download our guidance here Follow Fertility_arty You can book a call to speak with us here. Find out more about our services and sign up for our newsletter here. Follow us on Insta and find out what our community has to... -
Welcome to the latest episode of The F Word at Work coming to you for National Fertility Awareness Week 2023.
We're really excited to be able to share something that has been shaped by our hard work within the workplace wellbeing space over the last two years as we've really gained a lot of knowledge from the many conversations we've had with organisations looking to implement support and the range of policies we've now seen, so to mark the week we've launching a brilliant new download for you to use to shape your workplace policy and our three co-founders Becky, Natalie and Claire have a chat about it. We also caught up with Fran Steyn, VP of Clinical at Peppy healthcare about new research they are sharing for the week about the impact fertility issues have on people's working life.
What was discussed:
What you can expect from our policy guidance document - Claire talks about how she approached it from the patient as well as an HR ProfessionalOur aim was to give people a boost in their understanding How this should help HR have an honest conversation with employees - to ask them what they needWe hope organisations can use it to put their own stamp on itStats included to ensure people understand the scale of this conversation Key for managers, HR or the person going through it - that if the policy isn’t relevant, isn’t inclusive, doesn’t validate what you are going through how that will impact your first reaction as to whether you feel your organisation will support you to encourage disclosureLived experience can help the document in terms of tone and really helps it come to life - when this hasn’t been the case we’ve had to give feedback on the lack of warmth and empathy and the policy can be too formalPeople will want to know what they are entitled too - yet the sensitive nature of the topic means it’s important to compose this in a sensitive and considered way, so its holistic Be aware of cold language for this topic - it’s essential for this life event, like you would approach policies aboutInclusive policies are key - ensuring Intended Parents are referred to in policy, be careful about referring to those going down the surrogacy route that they’re not signposted to the Adoption policy. Understand who is impacted by Surrogacy How to support the Childless not by Choice community - recognise that fertility treatment doesn’t always result in a baby. Ensure that those people are recognised in terms of their experiences and signposted to support. Making provisions clear in terms of leave for appointments and will it be paid, ensure practical elements are includedHard to say average amount. We’ve seen a variety of days given and we advise there to be some flexibility that it doesn’t just have to be in days but it can also be in hours. There can be non-financial things done as well. Peppy Findings aimed to highlight what was going in terms of access - in relation to the cost of living crisis, the stresses within the access to funding on the NHS and the impact on people’s lives. More people are aware of fertility issues and how that’s not just about IVF but also PCOS and Endometriosis and -
Greetings and welcome to a brand new episode of The F Word at Work. Before we kick things off, we genuinely value your feedback, so kindly consider leaving us a review on the platform you're using to listen, whether it's Apple or Spotify.
Now, in this episode, we have the pleasure of being joined by Emma Flaxman. Emma's career had been centered around marketing for many years. However, in 2019, she received a remarkable opportunity to become a mental health first-aid volunteer, which proved to be a life-changing decision, eventually leading her to her current role in a PhD position.
A deeply personal reason drove Flaxman to seize this chance as she had experienced the harrowing possibility of losing her sister to suicide ten years prior. The mental health training inspired her to establish MINDS, the first DE&I Group within Ph.D. As a result, she was soon entrusted with the responsibility of overseeing Wellbeing content for the entire parent group, Omnicom Media Group (OMG).
Within her Wellbeing role, Emma created a range of resources to educate employees on the impact of mental illness on work. She initiated projects like the Open Letters series, aiming to foster open conversations about mental health experiences among Ph.D. employees. She also made mental health training mandatory for all employees, previously an optional initiative, and passionately advocated for new benefits, such as providing free therapy to all employees. This move gained overwhelming support, with Ph.D. boasting the highest number of sign-ups for this program compared to any other agency within OMG.
What we discussed:
● Introduction to the podcast and the guest, Emma Flaxman.
● Emma's background and roles as a wellbeing partner at PhD, a UK media agency.
● Emma's blog, "Insanely Normal," and her mission to promote mental health awareness in the UK.
● Emma's recent journey to becoming a mental health advocate, starting with her training as a Mental Health First Aider in 2019.
● Emma's personal motivation, as her sister's struggles with mental health inspired her to help others.
● The increase in mental health-related calls after her training, and the insights she gained from the data collected during those calls.
● Discussion on workplace support for mental health and the role of workplace wellbeing.
● Comparison of experiences in promoting mental health in the workplace between the host's project, Fertility Matters at Work, and Emma's initiatives.
● The importance of data and evidence in making a business case for workplace wellbeing.
● The relationship between building a positive workplace culture and the mental health of employees.
● The importance of mental health support in the workplace and the impact of COVID-19 on mental health discussions.
● The role of managers in promoting mental health and wellbeing in the workplace.
● The need for proactive mental health support and the shift from reactive to proactive approaches.
● Challenges in discussing and disclosing mental health issues, particularly in relation to fertility issues.
● Strategies for smaller organizations to address mental health without extensive resources.
● The importance of role modeling and leadership in creating a psychologically safe environment.
● The significance of education and understanding different aspects of wellness, including physical, nutrition, and mental health.
● Emma's personal experience with burnout and the importance of setting boundaries and prioritizing self-care.
Thanks to our sponsor Apricity Fertility
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Welcome to another episode of The F Word at Work, in coversation with Rachel Suff, a seasoned policy and research professional with 25+ years of experience in employment and HR, has been a Senior Policy Adviser at the Chartered Institute of Personnel and Development UK (CIPD) since 2014. Her role involves shaping public policy, with a focus on health, well-being, and employment relations. Rachel discussed the CIPD's Fertility Guidelines which Fertility Matters at Work consulted with them on and you'll also hear our co-founder Claire Ingle talk about that.
What we discussed:
The decision to develop the CIPD's guidelines issued in 2023 related to fertility issues and wellbeing.Research conducted on fertility issues and the workplace.The gap in workplace support for individuals experiencing fertility issues and the impact on employees and organizations.The positive feedback and awareness generated by the CIPD's guidelines among HR professionals.Challenges organizations face when addressing fertility-related topics, such as misconceptions, lack of understanding, and fear of saying the wrong thing.The importance of creating an inclusive and supportive workplace culture for employees facing various well-being challenges.The need for education and guidance for HR professionals and managers on fertility-related issues.The need for external signposting and resources for employees facing fertility challenges.Ambitions for the CIPD's guidelines, including closing the support gap for fertility issues and promoting compassionate workplace cultures.The evolution of the guidelines and plans to explore additional topics, such as surrogacy and involuntary childlessness.The importance of language and terminology in policies related to surrogacy.Support for line managers who may also be dealing with fertility challenges personally.The significance of peer support and a broader ecosystem of support in organizations.The advice to smaller organizations on implementing changes to support employees facing fertility issues, emphasizing culture, education, and small changes.Recognizing fertility issues as a medical condition rather than a lifestyle choice.The workplace's role in providing support and reducing the stigma associated with fertility challenges.The shared mission of improving support for employees' well-being.You can book a call to speak with us here
Find out more about our services and sign up for our newsletter here.
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Finally, we'd love to hear more of your feedback, so please do leave a review in the app you are listening to - it's possible on Apple and Spotify.
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Welcome to the latest episode of The F Word at Work, where you'll be hearing some throughts from our members, as in July 2023, we held of first in person round table event to bring together our members to share what they had been doing to implement the support from us here at Fertility Matters at Work.
We had three presentations from some of our accredited members, Cadent Gas - who received their Fertility Friendly accreditation in March 2023, the first utilites company to do so, Burgess Mee Family Law, who were the very first of our members to gain their Fertility Friendly Accreditation and the first law firm to do so and Cornwall Council, the first local authority to receive a Fertility Friendly Accreditation so as you see there are companies making waves within their sector with this type of wellbeing activity.
What was discussed:
Awareness raisingTrainingImplementing policy and guidanceBuilding internal peer-to-peer support How having the different insights from the different sectors is really helpfulHave a read of the blog post we shared about the event here
You can book a call to speak with us here
Find out more about our services and sign up for our newsletter here.
Follow us on Insta and find out what our community has to say.
Join us on LinkedIn.
Find us on Twitter.
Finally, we'd love to hear more of your feedback, so please do leave a review in the app you are listening to - it's possible on Apple and Spotify.
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Welcome to the latest episode of The F Word at Work to mark World Childless Week 2023 and in this conversation you'll be hearing firstly from our expert speaker, Katy Schnitzler founder of MIST Workshops about the research she's been doing around the childless community and the conversations we've been facilitating together. Our first guest is anonymous as she is sharing an extremely personal account of how she wasn't able to have a child - which was part of a session Fertility Matters at Work hosted for Zurich Insurance, we then spoke with Dr Robin Hadley an experienced early-career researcher renowned for his expertise in the intersection of male childlessness and the aging process.
What we discussed:
Dealing with expectations of how life would be - Marriage, expectations, and pressures to have children.Emotional strain, arguments, and discussions about starting a family.Feeling pressure due to colleagues' pregnancy announcements.Enduring years of abusive behavior due to her desire to have a child.Escaping an abusive marriage at the age of 40.Finding a new partner and experiencing pregnancy loss.Repeated miscarriages, emergency surgeries, and medical searches for answers.Experiencing physical, mental, and emotional exhaustion.Coping with colleagues' questions and well-intentioned but insensitive advice.Challenges of sharing personal struggles at the workplace.Recognizing the need for a voice for those involuntarily childless.Encountering a lack of understanding and insensitive comments.Advocating for sensitivity and understanding towards those who are childless.Acknowledging the need for proactive support within organizations.Highlighting the impact of infertility and childlessness on individuals' lives.Encouraging organizations to embrace inclusivity and support for diverse life circumstancesDr. Robin Hadley shared his expertise in social gerontology, male childlessness, and aging.The rarity of having an in-person podcast recording compared to virtual conversations.The significance of World Childlessness Week and the importance of discussing male perspectives on childlessness and aging.Statistics about childlessness: One in four men and one in five women are childless, projected rise in childlessness among the over-65 population.The concept of "non-category" childlessness and the lack of recognition in academia and policy.Factors contributing to childlessness: partner choice, partner changing, timing of relationships, events, and economics.Differentiating between "child-free" and "involuntary childlessness."The impact of societal norms on men's emotional expression and vulnerability.Men's fear of humiliation and societal conditioning around masculinity.Disenfranchised grief related to involuntary childlessness and the lack of recognition of this type of grief.The emotional challenges and lack of narrative for men experiencing childlessness.The association of parenthood and how it's often focused on women, leaving men with limited narratives.The impact of childlessness on the workplace, including assumptions, responsibilities, and biases.Potential issues for childless men in the workplace: filling in for others with children, lack of recognition, and increased workload.Lack of recognition of men's fertility challenges, even in their 30s and 40s.Workplace considerations for childless men: acknowledging their experiences, offering support, and addressing -
We're back with Series 2 of The F Word at Work from Fertility Matters (FMAW) at Work and we're launching into our new season discussing the changes to the Surrogacy reform bill in conversation Mike Johnson-Ellis.
If you have been following us and FMAW for a while, you know that Mike is our good friend and are working closely with My Surrogacy Journey supporting intended parents with workplace issues. If you don't know Mike he is a prominent advocate for surrogacy and fertility treatments and along with his partner Wes, is the founder of Two Dads UK with his partner Wes and the pair have founded My Surrogacy Journey (MSJ) and the Modern Family Show.
You can hear our previous conversation with Mike where he talks through his personal experience at work, and what it was like as a gay man in a toxic male environment where he was told that becoming a parent was 'committing career suicide'!!
Mike and Wes have immense passion in the work they do and we're proud to partner with them as they raising awareness about the significance of surrogacy for LGBT+ couples. Mike has been recognized as a pioneering figure within the LGBT+ community and honored with The Surrogacy Professional of the Year Award and is in high demand as a speaker for various LGBT-themed events, so we're delighted to have him on the pod again.
What we discussed:
Mike's work with TwoDadsUK.com and My Surrogacy Journey and the conversations they have around gay parenting and diversity to fertility treatment and the journey to parenthood through surrogacy, all with a focus on LGBTQ+ parenting.The Modern Family Show, a family-building event happening on 23.09.23 - tickets are still available The recent legislative changes related to surrogacy and their impact on intended parents, what Mike considers to be a win, and what still needs to happen What organisations need to consider in terms of raising awareness around surrogacy, such as it being separate from adoption leave, how language needs to be more inclusiveWhat not to say to people who are embarking on surrogacy - comments such as 'you're buying a baby' or 'just adopt' are ill-informed and offensiveThe importance of inviting men in to talk about their health, especially their fertility, and how gay men in particular have a lack of education about their fertile healthHow awareness-raising webinars with men is a powerful way to validate the conversation Mike's plans for further family building through surrogacy in Mexico City as My Surrogacy Journey are now supporting a pathway in Mexico.Have a listen to our past conservation with Mike Ellis about Surrogacy here.
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Well, we made it through our first series of The F Word at Work and we can't thank you enough for listening. We'd love to hear your throughts so if you're listening to this in Apple or Spotify, please do take the time to follow this podcast and also leave us a review. We'll be back in June with Series 2, talking about the new surrogacy reform bill, as well as sharing more wise words from our members about the work they're doing and thought leadership on Mental Health at Work, make sure you've subscribed. This episode is the perfect finale to our series, a conversation with one of our trainers Katy Schnitzler, founder of Mist about her research and training around pregnancy loss and childlessness.
**Trigger warning as we talk about pregnancy loss in this episode **
This is another taboo topic within the workplace, that needs to be better understood and supported and we know you will learn a lot from what she shares.
What was discussed:
Research into pregnancy lossHow Katy set up a consultancy to share her research How employers need training alongside policyHow shocking some of the insensitive reactions were from line managersThe comments that people say in general about pregnancy lossPeople are unsure of how to react to pregnancy loss - due to the taboo Communication training is well received - helping people what to sayNot assumption forming - that everyone experiences pregnancy in the same wayIf there isn’t a policy it implies you can’t speak about pregnancy loss How PTSD affects someone who has experiences pregnancy loss, panic attacks 1 in 6 people women show symptoms of PTSD as a result of pregnancy loss How men feel overlooked - therefore the training covers the impact on partners as they are ignored The language used for those around those who don’t have childrenHow someone was told they didn’t get the job as the person who did had ‘more supervision’ as they’re a parentHow working from home requests have been designed as people don’t have childrenWe refer to an episode of The Fertility Podcast, which is an interview with Dr Jessica Farren about her research which you can listen to here podcast link
We also talk about Jody Day and I've shared another episode from The Fertility Podcast here which is Jody talking about why we need to talk about childless women differently. Have a listen.
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Welcome to another episode of The F Word at Work. This is our penultimate series and we'd love to hear more of your feedback, so please do leave a review in the app you are listening to - it's possible in Apple & Spotify. Now, as we head towards the end of the series, we're once again sharing an example of Best Practice from one of our members News UK and we're delighted to be joined by Hannah Spencer Head of Finance Transformation. Hannah joined our launch event which we helf for the organisation in July 2022 and has been doing incredible work within a working group to support HR in it's policy development and also to offer that essential peers support which you will hear her explain more about. Hannah also recently joined us to speak on a panel discussing fertility issues at work, with This Can Happen
*Trigger warning* we talk about pregnancy loss and trauma in this episode.
What we discussed:
Hannah's ongoing fertility treatment journey. The struggle of going through treatment whilst in the workplace. Balancing work while going through treatment. When Hannah first spoke out about her fertility treatment The impact her treatment had on Hannah's career choices How Hannah's boss and teammates supported and encouraged her to accept opportunities that came her way. What pushed Hannah to share her story in the panel last July 2022 Why people on the journey and going through treatment wouldn't want to talk openly about it Hannah's colleagues spoke about their personal journeys on the panel as well. The feedback after the panel and what was been happening since How they're building fertility and infertility support groups at NewsUK How having peer support groups is key to becoming fertility-friendly The proactive side of what NewsUK has been doing with their support groups Ensuring managers know where to go and that there's a consistent approach to how people are looked after, despite everybody's experiences being different. Signposting managers to the right resources - creating a manager support pathway How resources are important to managers to identify and learn what the team needs if they are going through fertility/infertility treatment. Hannah's advice to anyone planning to start imposing the well-being agenda in the workplace Hannah's take on having boundaries whilst being a fertility advocateHave a listen to our conversation with This Can Happen founder Zoe Sinclair here
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Welcome to The F Word at Work - we share highligts of another epic week the night before we are attending the Northern Power Women awards ( fingers crossed by the time you hear this we've won!) We also mention the This Can Happen conference we're speaking at this week.
So we've got a few remaining episodes to share in this series, so we're going to be focusing on best practices from our clients. We're having more and more conversations with companies keen to offer training to their people leaders and ensure those going through fertility issues are better supported, which is so exciting for us as a start-up. Today we're delighted to share this conversation with Jo Riddell of Selfridges, Head of ER, Policy and Wellbeing.
Did you know that Selfridges is actually the first company that Fertility Matters at Work signed? Jo explains how she first heard about us and the amazing feedback Selfridges is getting as a result of the work they are doing.
We're delighted to share that Selfridges are now a fertility friendly accredited ™️ employer ( updated 12/3/2024 )
What we discussed:
What led the drive for Selfridges to become fertility-friendlyHow Selfridges launched it's fertility friendly activity with a launch panel with a senior lead, talking about her expereince of pregnancy loss. The feedback they have been receiving since working with Fertility Matters at Work The impact of this education and how it is created an more supportive environment for colleagues.Selfridges plans for further awareness raising events. How representation is importantHow Selfridges have used surveys to gain employee feedback How employees and team members tend to share their feedback privately. Selfridges relaunched its internal support network called, Family Matters to encourage people to share their stories. Use of the Yama app to help them communicate and support each other despite the diversity and size of their organization. How they ensure people feel comfortable and safe and that they are not judged regardless of what they are going through. How Selfridges evaluated its policies to meet the different needs of its team members. How using their social media to highlight this work has benefited their attraction and retention Selfridges aim to become fertility accredited this year. How Selfridges wants to continue the conversation and to keep on looking for what’s next they can offer and how they’d be able to give support to their teams. Have a look @fertilit_arty on instaWANT TO LEARN MORE ABOUT FERTILITY ISSUES FOR YOUR ORGANISATION?
We have a few remaining places for our workshop on March 28th here.
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This week it’s both International Women's Day and Endometriosis Awareness Week. To mark the two events, we're in conversation Sophie Richardson, aka theendospectrum who explains her journey to a diganosis of the condition, which took over 5 years from aged 16 to when she went to University. Sophie underwent surgery due to having severe symptoms putting her in bed for a week during her period. She is passionate about awareness raising and along with her blog she is speaking more frequently within the corporate setting to help more people understand this complicated condition which can take up to 7 years for a diganosis.
What we discussed:
How despite Endometriosis Awareness and campaigns are increasing over the years there are still lots of misconceptions regarding the issue. it still It affects 10% of women Sophie’s symptoms and experiences prior to her diagnosis, that she’d never heard about it, It took over 5 years to diagnose and she was struggling from 16-18Sophie’s struggle to open up her symptoms to her peers - she didn’t know what was her being dramatic and until it caused her to pass out that she realised how severe there were Her symptoms were a month long and she had to have surgery for cysts on her Ovaries Why Sophie is passionately talking about endometriosis, especially in the workplaceHow endometriosis affects Sophie in her day-to-day experience - her skin has suffered for over a decade, despite spending a lot of money on skincare and makeup. Impact on her confidence, people looking at her skin and how it makes her feel unprofessional at work, confidence issues when meant more people Swollen belly and how it can impact your wardrobe at work and how virtual working has helped and why it’s important for employers to understand What is EndometriosisMisconceptions around Endometriosis and what it isHow it can be found everywhere in the bodyThe Endometriosis Spectrum is so different for everyone and it can change month by month. For Sophie, it’s in her bowl and in her chest. How it impacts internal organs How she’s much better now but previously, she was unable to leave the house for over a week, couldn’t eat or drink How employers need to understand how varied it can be and need to treat it with respect What kind of things do employers need to think about period policyWhy it's important to have external voices talking about these topics, how to think about time off, being adaptable, open stream of communication Key things for women who have endometriosis in the workplaceReasons why Sophie decided to freeze her eggs recentlyWANT TO LEARN MORE ABOUT FERTILITY ISSUES FOR YOUR ORGANISATION?
We have a few remaining places for our workshop on March 28th here.
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Watch our FMAW 30-minute demo on our services to find out exactly how we'd support your organisation with our training and membership
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