Last month, online fashion retailer ASOS announced its decision to increase the support it gives to employees suffering due to miscarriage or abortion.
Monzo bank took a similar step earlier this year, offering paid leave to staff affected by pregnancy loss. The revelations follow a nascent global trend, with fresh legislation in the Philippines and India, and New Zealand introducing laws to grant paid bereavement leave for those going through the trauma of losing a baby.
At a time when one-in-four pregnancies ends in miscarriage and one-third of women report childbirth as a traumatic experience, these are encouraging signs. Are these crucial issues finally starting to enter mainstream conscience?
Paving the way
ASOS now offers paid time off to help staff navigate the trials of fertility treatment, with flexibility factored in to let people attend medical appointments.
Up to six weeks’ pay-supported leave is being granted for its 3,800 workers going through treatment for life-altering ordeals such as cancer, gender reassignment surgery, as well as for those caught up in domestic abuse.
It’s part of fashion company’s mission to assist staff “personally and financially” through gender-neutral policies, says chief executive, Nick Beighton.
“All of us face unexpected challenges in life, and sometimes these can create very difficult circumstances which mean we need to step away from or change how we work… we’re here, no matter what it is and every step of the way,” he says.
Meeting the challenge
By following the example set by the likes of ASOS and Monza, we as business leaders can give our people the assistance they need, and amplify the message that individuals will not be left to suffer personal tribulations alone.
Below are some of the ways in which we can begin to identify problems, change mindsets, and start improving the way we work today.
- Awareness
Kate Rand, Chief People Officer at Threads Styling, says: “Most parents are unaware [of what’s] available for emergencies because parental leave policies aren’t written in a way that connects with their needs.”
To tackle this, new strategy needs to be composed at board room level, with focus falling on clarity and accessibility of rights so that staff know about the handrails around them.
This is more applicable than ever as we embrace remote working: grieving parents and others under great stress should not have to invest energy into the search for help at any time, let alone when they could be at their lowest psychological ebb.
- Equip your HR team
By training your managers, you can nurture the skills and the confidence your teams need to handle meaningful conversations.
As your HR resources develop, you will be better equipped to reach out with informal and formal dialogues. A proactive approach can help to break down the negative mental impact of turbulent experiences, or play a valuable role in a recovery process.
Official pathways, such as one-to-one coaching or therapy can give your staff the chance to go through new policy in the company of a trained professional.
- Smash the silence
Peer support schemes, paid time off, and access to external services are practical mechanisms that can underpin an in-house policy framework. Group sessions could also be started, allowing participants to discuss their experiences or to learn more about challenges down the road.
The creation of safe surroundings in which to tackle these issues will go a long way to breaking down barriers of silence that would otherwise leave victims feeling alone and vulnerable.
- Culture of care
By working with colleagues and showing them that their wellbeing is a concern for the company, you can build the trust that is integral to strengthening both teams and individuals.
Track user experience when implementing policy. This will allow you to develop user-friendly guidelines, eventually forging an environment in which employees feel more secure.
- Education
If we as senior heads are serious about creating change, then it needs to start at the top. This means doing what we can to understand the issues, whether or not we have lived through them ourselves.
Online resources such as Teddy’s Wish, Lullaby Trust, and Bereavement Training International hold invaluable guidance. It will also be useful to talk with individuals who are happy to discuss their experiences.
There when it matters most
As leaders in HR, it is our responsibility to look after people at all times, and especially when it comes to helping those suffering traumatic life events. However, a holistic, long-term strategy is needed if we are to break down taboos, replace fear with confidence, and expedite healing.
In this way, I believe we can build business communities that truly champion wellbeing, and provide employees with a guiding light even through the darkest of times.
