By: Alexandra Kafka -https://www.linkedin.com/in/alexandrakafka/

A government-backed survey of 60,000 women in England has revealed something we can no longer ignore:

More than 1 in 4 women live with a serious reproductive health issue.

That includes conditions like:

• Endometriosis

• Uterine fibroids

• PCOS

• Pelvic organ prolapse

• Cervical, uterine, ovarian or breast cancer

And yet, for many women, the most difficult part isn’t just the symptoms — it’s the silence and invisibility they face in the workplace. As HR and wellbeing leaders, we cannot treat this as a private or “medical” issue alone. This is a strategic wellbeing challenge — one that requires proactive, compassionate support from employers.

What Can Organisations Do from a Wellbeing Perspective?

Here are practical ways to embed meaningful, inclusive support for women navigating reproductive health issues:

Create Women’s Circles for Shared Support

Facilitated peer spaces can be powerful. Women dealing with chronic conditions often feel isolated — but when given the opportunity to share experiences in a safe, guided space, the relief and sense of solidarity can be transformational.

Tip: Offer monthly or quarterly confidential women's wellbeing circles led by external facilitators. These can be virtual or in-person.

Offer 1:1 Mindfulness & Coaching Support

Women managing pain, fatigue, or hormonal imbalances often push through until burnout. 1:1 sessions with a qualified wellbeing coach or mindfulness practitioner can help them:

Regulate their nervous system

Develop personalised self-care tools

Reframe limiting beliefs about rest, productivity, and resilience

Tip: Subsidise 1:1 wellbeing consultations as part of your employee benefits or through your EAP.

Run Nervous System Reset Workshops

Understanding how to work with (not against) your body is game-changing for women managing chronic reproductive conditions. Teach your people how to:

Use breathwork to calm anxiety or pain

Apply somatic techniques to reduce tension

Set boundaries that support energy management

Tip: Include these sessions in your monthly wellbeing calendar — not just once a year.

Reframe Work-Life Balance as Work-Life Integration

Many reproductive health conditions are cyclical — and require more flexibility at certain times of the month or during treatment. Employers can help by:

Encouraging flexible work schedules

Normalising rest and recharge periods

Promoting energy-aware planning over fixed outputs

Tip: Train managers to recognise and respond to invisible health needs without judgment or bias.

Why This Matters

Reproductive health challenges don’t just impact attendance or performance — they influence identity, self-worth, and leadership confidence.

And when 28% of your workforce is quietly navigating this — with Black women, in particular, facing disproportionate risks and under-diagnosis — silence is not an option.

Final Thought:

This isn’t about ticking a policy box. It’s about acknowledging the lived reality of millions of women. And creating space in the workplace where they are seen, supported, and able to thrive. Because wellbeing shouldn’t come at the cost of success.

 Results of the 'Women's Health – Let's talk about it' survey: https://www.gov.uk/government/calls-for-evidence/womens-health-strategy-call-for-evidence/outcome/3fa4a313-f7a5-429a-b68d-0eb0be15e696