Workplace efforts to destigmatise mental health are to be lauded, now it’s time to do the same for menstrual health, says Julie Burns, manager of the Endometriosis Friendly Employer scheme at Endometriosis UK.
Aged 19, I was told to have a baby to cure the debilitating endometriosis symptoms that were threatening to destroy my career, not to mention other areas of my life, before it had even really got going.
That suggestion feels as shocking now as it did at the time. Having children was never on my agenda. Plus, it’s an inaccurate myth – while some do find that endometriosis symptoms change after pregnancy, any such relief may be only temporary. To be clear, there is currently no cure for this disease.
Endometriosis is a common menstrual health condition occurring when cells similar to the ones in the lining of the womb (uterus) are found elsewhere in the body – most commonly the pelvis – causing inflammation, pain, scar tissue and a range of other symptoms.
March is Endometriosis Action Month, and Endometriosis UK has made ‘Endometriosis Explained’ the theme this year. This recognises that too few people really understand endometriosis and its impact, meaning that those affected by the disease often find themselves hearing those myths, and having to constantly explain themselves – to friends, family, even healthcare practitioners, and of course colleagues.
That lack of understanding of endometriosis is exacerbated further by stigma and assumptions, and those are both things that HR leaders can play a part in reducing, both proactively and reactively.
Thinking about stigma, the good news is that things are moving in the right direction. Polling we did this month found that only 32% of Britons said they would be actively uncomfortable discussing periods with work colleagues. Despite what you might assume, that figure rises only slightly, to 34%, among male respondents, and leaves the vast majority of both genders open to the prospect. Other data in our polling points to more people wanting to understand the disease and how to support those with it.
In recent years, there has been a lot of fantastic work done to destigmatise areas like mental health and menopause. I’m of course aware that there is still more work to do in those areas, but if there is something you have previously done in relation to those topics in your organisation, then have you replicated that for menstrual health? Have you got internal ambassadors (we call them endometriosis champions, you may have other ideas of how to make this work) on this topic? Have you considered how to empower colleagues to feel open to talk about potentially sensitive health issues, while balancing that with their preferences and boundaries? If you weren’t aware it was Endometriosis Action Month during March, then can we ensure that we’re in your calendar for next year?
On the subject of assumptions, reflect on the fact that those with endometriosis still get told to have a baby, just like I was back in the day. They might be pitied because it is assumed that they want to have a baby, but that they will struggle because of their disease – neither of which may be true for them. They might return to work after surgery for endometriosis and find there is an assumption that they are ‘cured’ or ‘better’, when the sad reality is that their symptoms may return, sooner or later.
Such assumptions can really upset colleagues who above all else need to be supported and listened to. How are you supporting line managers to listen in a non-judgmental way? Are you actively creating opportunities across your organisation for employees to open up and describe exactly what they are experiencing? Despite trends towards increased office-based working, many people and teams continue to have a strong element of home or hybrid working, which can make it harder to find those opportunities. Do you have separate protocols for line managers of remote versus office-based staff, to account for that?
Forward-thinking employers have the issue firmly on their agenda. They’re keeping ahead of the curve, while campaigners like us campaign for improved legal rights for those with this disease, and improve public awareness of the impact of health inequalities relating to endometriosis.
Finally, another point on assumptions: do not assume that this issue does not impact you and your organisation. Endometriosis impacts 1 in 10 women and those assigned female at birth, on top of which there are various other common menstrual health conditions: PCOS, adenomyosis and more. It is more than likely that you currently have, or in future will have, colleagues impacted. If you don’t think that any of your employees are impacted, then perhaps it is because they haven’t felt comfortable enough to talk about it.
Endometriosis UK runs the Endometriosis Friendly Employer scheme, with firms signed up including British Airways, Bank of Ireland and others. Find out more here.
