Improving the wellbeing of women in the workplace

Periods, trying for a baby and the menopause. Not your everyday topics of conversation, especially at work.  

But things are changing. Dr Krystal Wilkinson’s research focusing on absent narratives in the workplace is breaking the silence and changing workplace policies so that women get the support they need.  

Until recently, fertility treatment and pregnancy loss were not talked about at work. Menopause was also a taboo but there has been a revolution, and women are no longer suffering in silence.  

Dr Wilkinson explained: “Women talking about menopause at work and hearing others’ stories is helping to raise awareness. This is important for their mental health and is helping men to understand what their partner is going through.”  

It also means that workplaces are focusing less on processes and more on people:  

“The tendency has been to focus on policies and procedures, requesting sick notes and evidence of a condition. This is not always possible for issues like periods or menopause.”  

Increased awareness of the menopause has started discussions about broader female issues. Dr Wilkinson’s work intends to create psychologically safe environments so these topics can be openly talked about.  

“Employers need to listen to employees and have conversations to support them so they can be their authentic selves at work. Ensuring people feel safe to talk about the big things happening in their lives and meeting this with compassion is really important. 

“There is a taboo around bodies and issues like infertility. People can feel shame and like they are failing.  

“We don’t talk about trying for a baby, periods, or menopause. It’s the same with perinatal mental health as women feel they should be happy after giving birth. 

“At work you have the added layer of it being a professional place, which in some cases may feel masculine and talk of bodies just isn’t welcome.”  

Employers need to listen to employees and have conversations to support them so they can be their authentic selves at work. Ensuring people feel safe to talk about the big things happening in their lives and meeting this with compassion is really important. 

The impact of not discussing these topics at work is significant. People show up for work when they aren’t up to it while others go off sick but give a false reason for their absence.  

Both are problematic for the employer. By creating awareness and an open culture in which these topics aren’t taboo, adjustments can be made for people.  

Change is happening. More employers are waking up to the fact that having fertility treatment is a legitimate reason to need time off for appointments and support.  

Employers are starting to put provisions in place with around 26% now having a fertility treatment policy or associated supports; 37% having this for pregnancy loss; and 46% for menopause (CIPD 2023 survey data.) 

This shift is welcome but those having fertility treatment are still not protected by legislation - something that Dr Wilkinson is working with community interest organisations and charities to change by lobbying the Government and contributing to a white paper.   

At the same time, Dr Wilkinson’s work with major employers in Greater Manchester is driving change and improving the wellbeing of female employees.  

Alongside colleagues,’ her work with the Northern Care Alliance fed into the development of a ‘Well Women Strategy’ which resulted in new policies for fertility treatment, pregnancy loss, menstrual health, and endometriosis.  

This was supported with communications, training and has led to provisions for men affected by infertility and pregnancy loss in a new ‘Well Men Strategy.’   

She has also worked with the police to support female officers experiencing perinatal mental health issues - mental illness during pregnancy or after birth.  

It is the most common complication of maternity journeys and pathways to parenthood, affecting men as well as women, but it isn’t talked about. One in five women and one in 10 men will struggle with their mental health after birth.  

With existing research from her collaborator Dr Sarah Jane Lennie highlighting that the mental health of police officers is an issue, the team felt this would be the ideal setting for more research.   

Women police officers who are pregnant or returning from maternity leave are exposed to factors that could worsen perinatal mental illness such as traumatic events and lone shift working in a masculine culture.   

Dr Wilkinson and colleagues captured experiences of perinatal mental illness from 11 forces. Participants also got involved in designing new policies and making changes to practice.  

There have been tangible changes in Greater Manchester Police as a direct result of the project which has greatly benefited our employees. Having a fit and healthy workforce, both physically and mentally, is linked to being better able to protect the community so there is an overwhelming public duty to continue to support Police officers and staff.

The research highlighted the need to raise awareness of perinatal mental illness, embed it into policies and equip supervisors with a Toolkit to better support people.  

This has been adopted across Greater Manchester Police and conversations are ongoing with other forces and the College of Policing.  

Detective Inspector Anna Rickards, of the Greater Manchester Police Association of Women in Policing welcomes the policy changes that have been made and the reduction in the stigma of disclosing mental ill health in the police. She added: 

“There have been tangible changes in Greater Manchester Police as a direct result of the project which has greatly benefited our employees. Having a fit and healthy workforce, both physically and mentally, is linked to being better able to protect the community so there is an overwhelming public duty to continue to support Police officers and staff.” 

Other industries are also getting on board and considering how perinatal mental illness could affect their workforce, including the NHS, housing, and early years sectors.  

Additionally, Dr Wilkinson’s connection to numerous charities and campaign groups is driving positive change to improve the wellbeing of women in the workplace at a national level.