Guest blog by Clare-Louise Knox, Founder & CEO at See Her Thrive
For most of my career, I have been battling Premenstrual Dysphoric Disorder (PMDD). PMDD is not just “PMS". It is a crippling condition that, at times, completely derailed my life. As an Organisational Psychologist specialising in women's health at work and the founder of See Her Thrive, I have not only navigated my own challenges but have also witnessed the silent struggles of countless women facing similar health issues. My journey has shown me just how critical the role of Occupational Health professionals is in supporting women facing conditions like PMDD, Endometriosis, and Perimenopause - and how devastating it can be when that support falls short.
Severe symptoms can lead to frequent absenteeism, triggering performance management issues, disrupting team dynamics, and placing extra strain on colleagues. Concentration becomes a luxury during flare-ups, making it challenging to maintain the quality and efficiency expected. Unaddressed symptoms can lead to misunderstandings about performance, resulting in unfair evaluations or even disciplinary actions. The fear of these repercussions adds to an already heavy burden. These factors often hinder career progression. The inability to perform optimally is not due to a lack of ambition or effort but stems from the sheer difficulty of managing these conditions without adequate support. Stress and anxiety become constant companions, creating a vicious cycle that worsens health issues.
Tragically, many women feel compelled to leave their jobs. A survey by the Fawcett Society found that one in ten women who worked during menopause left their job due to their symptoms. This is not just a personal loss; it is a significant drain of talent and experience for organisations.
The Legal Perspective: Women's Health and Employment Law
Under the UK's Equality Act 2010, conditions that have a substantial and long-term adverse effect on a person's ability to conduct normal day-to-day activities can be classified as disabilities. This includes PMDD, Endometriosis, and severe menopausal symptoms. Ignoring or trivialising these conditions is not just harmful, it is potentially unlawful. Employers have a legal duty to make reasonable adjustments to support employees with disabilities, ensuring they are not disadvantaged in the workplace.
The Transformative Role of Occupational Health
Effective Occupational Health (OH) support is not just beneficial, it is transformative. It can mean the difference between a woman thriving in her role or feeling forced out of the workforce. Here are some steps you can take:
- Recognition of Severity
- Empathy and Understanding
- Practical Support Measures
- Continuous Support
By offering this level of support, you do not just help women stay in their jobs, you empower them to thrive. A lack of support can have dire consequences. Failing to recognise these conditions as potential disabilities ignores legal protections and can lead to discrimination claims - but beyond that, it erodes trust and morale. The loss is not just personal; organisations lose skilled, dedicated employees and face increased recruitment and training costs.
So, what do women dealing with these health issues want from OH?
- Belief and Validation: Recognise that our conditions are real and significantly impact our lives. This acknowledgement is foundational.
- Serious Consideration: Understand the gravity of our symptoms and the necessity for support. This is not optional; it is essential for our wellbeing and ability to work.
- Tailored Assistance: Recognise that each woman's experience is unique. Offer personalised support plans that cater to individual needs rather than a one-size-fits-all approach.
- Practical Assistance: Collaborate with us to implement strategies and adjustments that enable us to perform effectively and continue contributing meaningfully.
- Confidentiality and Respect: Assure us that our privacy is protected and that our concerns are treated professionally. This fosters trust and openness, allowing us to seek the help we need without fear.
- Proactive Advocacy: We need OH professionals to be champions for women's health issues within the workplace. This means not only supporting individual cases but also advocating for broader organisational change.
- Cross-Departmental Efforts: Work with HR, management, and employee resource groups to ensure a unified and effective support system.
OH professionals are at the heart of this transformation. OH can help turn our workplaces into spaces where women feel understood, valued, and empowered to succeed. Together, we can foster a culture that not only acknowledges these health issues but works to accommodate and celebrate the strength it takes to overcome them.
Resources and Support
- Join the SOM Women’s Health at Work Network: a dedicated community striving to improve women's health in the workplace. [Join Now > LINK]
- Employer’s Guide to PMDD: Equip your organisation with the tools to support employees dealing with PMDD. [Download the Guide > LINK]
- Employer’s Guide to Endometriosis: create a supportive environment for those affected by Endometriosis. [Access the Guide > LINK]
Clare-Louise Knox is Founder
& CEO at See Her Thrive