Endometriosis affects more than a staggering 190 million women across the world and stands on par with diabetes, asthma, and other common medical conditions in terms of prevalence.
Yet, there are limited laws and policies in place that foster a safe and diverse workplace for women. This troubling reality often forces countless women to accept persistent pain as a norm at work.
When employers understand the emotional, physical, mental, and sometimes even financial toll endometriosis can have on their employees, it can empower their employees by creating a safe space for them. In fact, many women with endometriosis emphasize that when their supervisors acknowledge their condition, it can profoundly inspire them to give their best and positively impact their workplace experience.
While this blog outlines different ways employers can empower their employees with endometriosis, it is important to note that no two women experience endometriosis the same way. Hence, it is important to create open channels of communication where employees are motivated to share the unique challenges that affect them and their ability to work productively.
1.Build a supportive organizational culture and create safe spaces
There is a lot of stigma surrounding endometriosis. Hence, many employees are reluctant to talk about their experience with endometriosis. Thus, the onus is on employers to create safe spaces.
Training managers to build emotional intelligence and being all ears to employee concerns is the first step. However, it is also important to prioritize employee privacy as that is the cornerstone of safe spaces at the workplace.
2. Customize support plans
Endometriosis is a chronic issue so it can be worthwhile to implement a customized support plan with guidance from their healthcare provider and health insurance agency. This can help you ensure that they manage the symptoms at work in a more efficient and effective way.
3. Flexible work arrangements
Employees with endometriosis often grapple with pain and also undergo regular consultations and treatments that demand frequent medical visits. It is important to have a friendly conversation with employees and work together to come up with a solution that works best for both parties. From talking about working hours and paid or unpaid leaves to flexible work hours and working from home, it is important to engage in a non-judgemental and non-patronizing way about all these points.
4. Promote employee resource groups
Employee Resource Groups can provide a platform for employees to share their experiences with other women who suffer from endometriosis as well. This form of mutual support can promote organizational citizenship behavior and empower each other to work together productively.
5. Policies and procedures
As an employer, it is important to craft, implement, and promote policies that are co-crafted, co-implemented, and co-promoted by the employees themselves. These policies should be available and communicated to everyone at work, an essential part of induction programs, openly discussed in meetings, and regularly reviewed.
6. Offer private and comfortable spaces
Designating a quiet room with heating pads, access to necessary medications and other essentials can send a powerful message of support.
When addressing this much-needed issue, it is important to consider these three questions as they can serve as a starting point:
Is my employee’s pain and other non-physical symptoms causing her to become stressed?
Is my employee’s pain stopping them from accomplishing their task in any way?
Is my employee’s fatigue affecting her or her colleagues in a harmful way?
In conclusion, cultivating a psychologically safe workplace can empower women battling with endometriosis to not only work productively but also lead the lives they deserve.
Sources
Supporting workers with endometriosis in the workplace UD.PDF (safeworkaustralia.gov.au)