Supporting and understanding women's health

"My number one top tip is simply acknowledging the fact that a woman's hormones go in cycles and can play a role in boosting their performance," Lauren says.

"Recognise what oestrogen and progesterone, and testosterone actually are all about. These hormones have a significant role in many aspects of a woman's wellbeing," Lauren advises.

"Working with hormones means that you can increase performance and productivity. When you recognise that there are times when women are more analytical, reflective, focused or strategic," she adds.

Maintaining good hydration is an area that often comes up when working with employers. When we consider that 60% to 70% of our bodies are water, depending on our age and hormonal fluctuations, it is important that at all times we remain hydrated.

We can tell fairly simply if we are hydrated by checking the colour of our urine. If we're running pale yellow or clear, then we are probably doing OK. Unless of course we are taking medication or eating foods that will change the colour of our urine, a bit like beetroot for example.

"Help line managers to recognise and understand what might be happening to their colleagues; build their confidence and communication skills. Learn how to create appropriate interventions, how to signpost help and support; and how to follow up with their colleagues to maintain their performance," Lauren recommends.

"After all, we know that someone who feels cared for and looked after, who feels like they belong, will fundamentally perform better than someone who doesn't. We don't necessarily want to bring the whole person to work every day but we do want to bring our appropriate version of ourselves to work," she adds.

"What metrics are you looking at? Two years ago, when I spoke with organisations about being menopause-supportive I was told that menopause wasn't a flag they could put on their HR system. Lo and behold, Covid came along, and guess what, Covid very quickly became a marker, overnight, so it can be done," Lauren points out.

"When these [women's health issues] are active markers that we can have on our system, and we can have attendance policies that can back up the reasons for absence, we can start to get really honest about what type off we need and when we need it.

"This, in turn, can allow us to create psychologically safe [workplaces] and allow women to talk; to stop them suffering in silence for fear of being discriminated against. Too often, we always do what we've always done because it is just easier. And it is really now time to change," Lauren adds.

"These don't necessarily have to carry significant cost impacts. But there are ways that you can ensure your women have an option to make themselves more comfortable at work," Lauren advises.

For example, do uniforms have the right layers or are they made of a breathable fabric to accommodate the different sizes, shapes and temperatures that women can experience throughout their life, she questions. "Can you provide access to cool water and natural light and flexible working? Is it possible to have a way to allow someone to carry a change of clothes and somewhere to freshen up if they need to?

"Heavy periods are a real thing. Being able to accommodate them without embarrassment is really simple and yet really important. The better you understand something, and you know the people around you do too, then you can more easily start to lift some of the stigmas and taboos around monthly cycles, fertility issues, miscarriage, and menopause," Lauren adds.

"How do you build someone's health and wellbeing into the formal touchpoints in your organisation?" Lauren questions. "Having these as a structured part of performance reviews sends a clear message to both the line manager and the colleague that there is a balance to be drawn between what the employer can and will do and provide and that the employee has a responsibility to bring any concerns to the table, so they can be discussed.

"We still live in an environment in many organisations where women feel ashamed or scared or fearful to raise health concerns. Because they don't want to be seen as being 'weak' or 'vulnerable'. We have to change this," she adds.

"Perhaps when you look at women's life stages, rather than individual pregnancy or menopause or period policies, it can be easier to accommodate time off when needed, for everyone, across your whole population," Lauren recommends.

"Clearly, this needs a number of other metrics in place to work successfully. But, again, it can be done," she emphasises.

"Ensure that you cross-fertilise information about women's life-stages and lifecycles through all the channels that are available. It is about making it easily accessible and not a file within a folder within a page that someone doesn't know about, on an intranet system that no one ever looks at," Lauren says.

"I would say this, but get in touch with a specialist within this field for a view of where your organisation is in its maturity," advises Lauren.

"Then you can work out how you can best support the women in your business at all stages of their life. And support those managing them, and being managed by them too," she adds, in conclusion." advises Lauren.