Leadership plays a pivotal role in driving change. At the organisational level, cultural transformation—not just policy change—is key to normalising conversations about reproductive health. CEOs and leaders must address reproductive health with the same inclusivity and concern as other health matters.
In today’s rapidly evolving corporate landscape, CEOs play a pivotal role not just in driving financial success but also in spearheading cultural transformations within their organisations.
One area increasingly recognised as crucial but still often overlooked is reproductive health. For business leaders, fostering a culture that integrates awareness and proactive management of reproductive health goes beyond implementing new policies; it involves reshaping the organisational ethos to prioritise inclusivity and proactive care.
For instance, Salesforce has rolled out new benefits including expanding sick time to all US employees and expanding parental support programs. For women who want to have a family, Salesforce offers fertility benefits and a paid six month leave policy. Salesforce has also been vocal about its commitment to reproductive rights, particularly in response to restrictive abortion laws in various US states. For example, the company has offered to relocate employees who are affected by local legislation that contradicts their values on reproductive health.
The leadership imperative
Let’s face it, change starts at the top. When CEOs and other leaders are open about topics like reproductive health, it sets the tone for everyone else. While CEOs and other top executives are uniquely positioned to normalise conversations about reproductive health, it is equally important for other leaders and managers to participate actively. Treating reproductive health with the same level of importance as other health matters is not just about being progressive—it’s essential for a comprehensive and humane approach in managing workforce health. The goal is to transcend mere compliance or superficial engagement and embed these values into the corporate culture genuinely.
Overcoming communication barriers
A significant challenge in many workplaces is the discomfort employees face when discussing sensitive health issues, particularly reproductive health, with their managers. This gap can lead to unaddressed health concerns and increased stress for employees, which in turn affects productivity and job satisfaction. CEOs can set the tone, promoting an environment where such conversations are encouraged and normalised. Training and preparing managers to handle these discussions with empathy and discretion is crucial. Additionally, recognising and respecting cultural differences in discussions about reproductive health can help tailor communication strategies to be more inclusive.
Strategic initiatives for supporting reproductive health
So, how can CEOs and leaders make a real difference? Here are a few practical ideas:
1. Boosting employee benefits through education
Often, employees only seek information about health policies when in crisis. Leaders can facilitate a shift towards preventive health education, providing comprehensive information on topics like menstrual health, contraception, fertility and more. By enhancing awareness and education about reproductive health, CEOs can help demystify these issues and remove associated stigmas, encouraging earlier and more frequent engagement with available health benefits.
2. Thinking long term with a lifecycle approach
Viewing reproductive health as a continuum rather than a series of episodic or emergency-driven, embracing a lifecycle perspective can lead to better health outcomes. This approach acknowledges that employees may experience various health needs over time. Understanding and planning for these can encourage preventative care, ultimately reducing the need for more intensive treatments and supporting continuous workforce participation.
3. Embracing inclusivity
Reproductive health isn’t just a “woman’s issue”. It affects everyone, regardless of gender identity. By educating all employees – women, men, non-binary folks – you’re not only breaking down stigmas but also building a more supportive and understanding workplace.
Broader business benefits i.e. “the bigger picture”
When companies prioritise reproductive health, everyone wins. For CEOs looking to future-proof their businesses, supporting reproductive health can enhance employee retention. Employees who feel valued and supported are less likely to leave, reducing turnover costs and preserving institutional knowledge.
Additionally, addressing reproductive health can play a critical role in narrowing the gender pay gap, which often widens during key life stages such as parenthood and menopause. By creating a supportive environment, companies not only advance equality but also enhance their overall market competitiveness.
Lastly, the external perception of a company that actively supports its employees can significantly boost its brand image. In my experience working with global companies on reputational trends, those that are seen as family-friendly and supportive of balanced work-life dynamics are more attractive to potential candidates, clients, and partners. It is crucial, however, to ensure that these initiatives are implemented genuinely, avoiding tokenism that can undermine trust and authenticity.
Measuring success and legal considerations
To evaluate the effectiveness of reproductive health initiatives companies should establish clear metrics and benchmarks. These could include employee satisfaction surveys, retention rates, and utilisation of health benefits. Additionally understanding the legal and policy implications is vital. Companies must navigate privacy concerns and legal protections while ensuring compliance with relevant regulations.
Conclusion
For CEOs, the message is clear: integrate reproductive health into the corporate wellness framework in a way that respects and supports all employees. By doing so, leaders not only enhance their company’s operational effectiveness but also contribute to a more equitable and health-conscious business environment. In the journey toward comprehensive corporate health requires a collective effort from all levels of leadership, with the CEO playing a transformative and impactful role.
About the Author
Siera Torontow is co-founder of Girl You Need To Know This. She has worked in roles advising businesses on improving their reputation and ESG ratings. Siera has worked for some of the world’s largest healthcare companies for over 10 years, with the purpose of bringing evidence-based content to the point of care. https://girlyouneedtoknowthis.com/
