In the modern workplace, pursuing gender equality and “closing the gap” has become a central focus. This year alone, several public service announcements across the country and within the private sector have tried to address reproductive rights for both men and women.
Yet, despite significant progress in many areas, one critical issue needs further addressing: the declining fertility rates and the need for fertility benefits.
While some progressive companies, particularly in the technology sector, have made strides in providing comprehensive fertility support to their employees (think Google), this initiative shouldn’t be confined to a select few industries or government agencies, like the recent reproductive leave announced for public sector workers in both Queensland and Victoria.
Today, just five per cent of Australian organisations subsidise fertility treatments for employees, according to the 2023 Australian Benefits Review by consultancy Mercer, while only 11 per cent of employers offered paid leave for this purpose – and a further four per cent offered unpaid fertility leave.
It’s time for all employers to recognise the importance of fertility benefits in supporting women in the workplace and addressing the declining fertility rate – throughout the ages.
Education from early years
Reproductive health education from a young age is crucial in empowering individuals to make informed decisions about their bodies and relationships. Although there are education programs in schools surrounding contraception, sexually transmitted diseases and puberty, these programs rarely discuss issues related to fertility.
Programs to foster a supportive environment for open dialogue, breaking down stigmas and misinformation surrounding infertility, endometriosis, polycystic ovarian syndrome and other conditions that can affect fertility, are needed.
Moreover, early education promotes a sense of bodily autonomy and responsibility, laying the foundation for a lifetime of informed decision-making and realistic expectations of one’s reproductive functions.
By starting these conversations early, we empower young individuals to prioritize their wellbeing and their choices and advocate for their reproductive rights.
Supporting women in the workplace
Expanding fertility benefits goes beyond just providing financial assistance for treatments or non-medical egg-freezing.
Although egg-freezing has increased in popularity and uptake over the past five years, it remains to be seen whether women actually come back to use these eggs and what the cost-benefit ratio is. Certainly, egg freezing offers reproductive choices for women, and modern IVF has allowed delaying fertility for various reasons, a reasonable choice, but it is essential to discuss the need, implications, costs and processes for egg freezing with a professional to individualise the need for this choice.
Supporting women to make these choices as well as going beyond financial assistance, sends a powerful message to employees that their employer values their wellbeing, both inside and outside of the workplace.
Moreover, it helps to level the playing field for women, who often face unique challenges related to fertility and family planning in their careers.
One crucial aspect of supporting women in the workplace is fostering a culture of inclusivity and understanding. This involves destigmatising discussions around fertility and family planning, ensuring that women feel comfortable discussing these topics with their managers and colleagues.
Offering flexible work arrangements, such as remote work options or flexible hours, can help women better manage the demands of both work and family life.
Addressing the declining fertility rate
The declining fertility rate is a pressing issue in many parts of the world, with implications for economies, societies, and healthcare systems.
In developed countries, factors such as delayed marriage, educational and career pursuits, and economic uncertainty contribute to declining fertility rates. By providing comprehensive fertility benefits, employers can play a role in mitigating this trend.
Investing in fertility benefits is not just about supporting individual employees; it’s also about investing in the future of the workforce. By enabling women to pursue their reproductive goals without sacrificing their careers, employers can help ensure a diverse and talented pool of employees for years to come.
Expanding fertility benefits shouldn’t be limited to government agencies or the technology industry. It’s a crucial step towards creating more inclusive and supportive workplaces for women across all sectors. By offering comprehensive fertility support, employers can empower women to pursue their professional ambitions while also fulfilling their personal aspirations of starting a family.
Moreover, investing in fertility benefits is an investment in the future of the workforce and can help address the challenges posed by the declining fertility rate.
Addressing these challenges includes support for both men and women, as well as those who choose not to have children. I believe that employers can support employees across the board and ages by being flexible with their leave entitlements.
For instance, one may choose to access a pool of leave for their fertility treatment, to tackle endometriosis, or take time out for a vasectomy or because of menopausal symptoms. The options should not be limited or discriminatory.
It’s time for all employers to recognise the importance of reproductive health benefits and take proactive steps to support women in the workplace.