As someone who suffers from endometriosis, which took 17 years to diagnose, I am so pleased that there is now a growing awareness surrounding what can be an utterly debilitating condition because this wasn’t always the case. March marks Endometriosis Awareness Month which provides an opportunity to raise awareness, call for change and show support for the 1 in 10 women of reproductive age that live with Endometriosis. That’s 176 million women worldwide! Endometriosis is not simply a ‘bad period.’ The pain it causes can render one bent double and unable to move, let alone go to work. Add to that the fatigue and the guilt that you can’t just carry on as normal, the mental anguish due to the stigma attached to taking time off for that ‘bad period’ and the time spent wondering what illness would explain your missed days of school, university or work, instead of trying to explain what it really is (more so of course in the pre-diagnosis days).
I believe it’s critical that workplaces recognise and support employees who may suffer from this often-misunderstood condition. Endometriosis can significantly impact work performance and overall wellbeing, but with workplace strategies in place, we can support and empower employees who experience it.
Here are some considerations to promote a supportive environment:
1. Flexible Work Arrangements
One thing employers could do is recognise that individuals with endometriosis may require flexibility in their work arrangements to manage their symptoms effectively. Considering options such as remote work, flexible hours, or the ability to take breaks when needed can greatly alleviate the stress and discomfort associated with the condition.
2. Create a Culture of Open Communication and Understanding
Encourage open communication between employees and managers about their health needs. Creating a culture of understanding and empathy can help one feel comfortable discussing their symptoms and any accommodations they may require. Educating staff members about endometriosis helps foster empathy and dispel misconceptions.
3. Wellbeing Programs and Resources
Organisations could implement wellbeing programs that address the unique needs of employees with endometriosis (and other gynaecological conditions). Consider the possibility of offering resources such as access to healthcare professionals, mental health support, and educational materials about managing symptoms and maintaining overall wellbeing.
4. Put in Place Supportive Policies and Benefits
Review and update company policies to ensure they are inclusive and supportive of individuals with chronic health conditions like endometriosis. Could you also consider offering additional benefits such as extended sick leave, flexible spending accounts for medical expenses, or subsidised access to treatments like physical therapy or acupuncture?
5. Offer access to Employee Assistance Programs (EAPs)
Offer access to Employee Assistance Programs that provide confidential counseling and support services. These programs can be invaluable for employees navigating the challenges of living with endometriosis, offering emotional support and practical resources.
6. Raise Awareness:
Use the upcoming Endometriosis Awareness Month (March) as an opportunity to educate employees about the condition and its impact on individuals in the workplace. You could host informational sessions, distribute educational materials, and encourage participation in fundraising or advocacy efforts to support endometriosis research and awareness.
By prioritising the needs of employees with endometriosis, workplaces can create a more inclusive and supportive environment where individuals feel valued and empowered to manage their health effectively. Through proactive measures and a commitment to fostering understanding and empathy, companies can play a vital role in promoting the overall wellbeing of all employees.
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