October 11 2022
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2021 Summit Highlights

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Mind MHFA England One Million Lives by Jacobs

Are you ready for a new era of workplace mental health and wellbeing?

The immediate threat of the pandemic may have eased, but the need to prioritise workplace mental health and wellbeing has never been more important. McKinsey reports that almost 50% of employees are burnt out and The World Economic Forum highlights that one in three employees are considering leaving their work because of their mental health,

Perhaps no surprise when you consider that in just two years, we’ve experienced a decade of change in the world of work.

Whilst this undoubtedly presents challenges, it also opens up opportunities for employers to scale up workplace mental health and wellbeing support, embed wellbeing as a strategic priority and set a new benchmark for best practice.

At the 5th annual MAD World Summit we’ll be helping employers to step up their cultures of care by showcasing what’s working now and what’s needed next to really Make A Difference to workplace mental health and wellbeing.

Wherever you are on your workplace wellbeing journey, join us on 11th October for a day packed with insight, inspiration, networking and practical takeaways including:

  • Agenda-setting keynotes from business, thought and health leaders
  • Cross-sector case studies and panel discussions
  • Roundtables for real-time knowledge exchange and networking
  • Interactive workshops to dive deeper into topics that matter
  • 40 suppliers of work culture, mental health and wellbeing solutions under one roof
  • New for 2022: The Make A Difference Awards @ MAD World
Mad World Summit

Key topics we’ll be addressing include:

  • The mental health and wellbeing challenges employers need to be prepared for post-pandemic
  • What works in wellbeing: beyond rhetoric to practical, evidence-based measurement
  • How to keep mental health and wellbeing at the top of the Board’s agenda
  • Scaling up with a joined-up approach to mental, physical, financial, social and environmental wellbeing
  • Moving the dial when it comes to work related stress, depression and anxiety
  • What toxic workplace cultures look like and how to tackle them
  • Approaches to Inclusively supporting the wellbeing of neurodiverse colleagues
  • The four-day week as the next frontier in workplace wellbeing
  • Best practice approaches to creating psychological safety and safe spaces at work
  • Equipping leaders and managers with the skills to support their own and colleagues’ wellbeing in the new world of work
  • What next for the Chief Wellbeing Officer? Your career in workplace wellbeing
  • Seamlessly integrating wellbeing with diversity and inclusion
  • The power of community: making the most of peer-to-peer networks
  • The benefits of taking wellbeing to the wider community

We'll Be Sharing

INSIGHTS

Meet the people developing the most progressive approaches to workplace culture,mental health and wellbeing

COLLABORATION

Share knowledge in real-time with our cross-sector, cross-function network of like-minded speakers, exhibitors and attendees.

ACTION

Tell your colleagues and book a group pass. Get practical insights to take back and adapt to your organisation.

Gold Sponsors

Fika Mental Fitness
Unmind
Koa Health<br>





Latest Make A Difference News

Make A Difference News

Mental fitness skills development platform Fika will be offering 25 free “Team Trial” bookings at The Watercooler Event.

To take advantage of this offer, simply visit Fika Mental Fitness’ Founders and crew on stand W69 at the event and confirm your free trial. You will then be granted access to test Fika with your own team for a limited period.

The groundbreaking The Watercooler conference and exhibition is taking place at Olympia in London on 25th & 26th May.  It is free to attend and is for all employers who want to understand how they can best support employees in the new world of work, with a joined-up approach to workplace wellbeing.

The event is packed with content from 100+ speakers including keynotes, case studies, panel sessions, workshop, roundtables, fast pitch sessions and 75+ exhibitors.

You can find out more about The Watercooler and register to attend here.

You might also be interested in:

What We Can Learn From 5 Years In Captivity About Loneliness, Resilience and the Future of Work: Opening Keynote at The Watercooler

5 Reasons Why The Watercooler is a Must Attend Event For All Employers

The Watercooler Event: Key Issues for Workplace Health in 2022

 

Fika Mental Fitness’ Exclusive Offer @ The Watercooler Event

The massive shift to homeworking and homeschooling during the COVID-19 lockdowns has led many of us to reevaluate what matters most in both our personal and working lives.

Well over half of your employees will now rate family life as a higher priority since the pandemic began, according to research by Bright Horizons. People who rate their employer as family-friendly also report higher engagement, productivity, loyalty and wellbeing.

There are practical steps you can take to improve the experience of working parents and carers and strengthen your position as an employer that supports wellbeing and a leader in talent attraction and retention.

How employers can ease the emotional load of parents and carers

If you want to understand how to be a family-inclusive employer in a new world of work, join us on Tuesday 5th July from 11.00am – 12.00 noon for a free to attend interactive Make A Difference webinar: “How to underpin wellbeing as a family-friendly employer in the hybrid world of work” in association with Bright Horizons including:

  • Key findings from Bright Horizons’ 2022 “Work+Family Snapshot” research with 1,500 employees
  • Insights into how perceptions around combining work with family have changed and what this means for employers who want to support wellbeing
  • Fresh approaches to easing the emotional load of being a parent

Featuring expert speakers:

  • Jennifer Liston Smith, Head of Thought Leadership, Bright Horizons
  • Oliver Daniels, Client Services, Bright Horizons
  • Victoria Cottee, Head of Client Relations, Bright Horizons
  • Iole Matthews, Head of Coaching Services, Bright Horizons

The content is designed for:

• HR, Wellbeing, Equality, Diversity & Inclusion, and Talent Leaders
• Engagement, Communication and L&D Leaders
• Business & Culture Transformation Leaders
• Wellbeing Champions

In other words, anyone who is responsible for the wellbeing of colleagues.

We look forward to seeing you there. If you can’t make the date/time, go ahead and register anyway and we’ll send you the recording a few days after the session.

Reserve your place now at this free to attend interactive webinar

New webinar: How to Underpin Wellbeing as a Family-friendly Employer in the Hybrid World of Work

Wherever you are on your workplace wellbeing journey, it’s worth taking 15 minutes to tune in to this podcast with Jane Miller, President and Chief Operating Officer at Gallup.

She talks about the steps organisations can take to help individuals to thrive and reflects on the positive impact Gallup’s own approach to workplace wellbeing is having. In particular, she highlights the importance of ensuring employees have a right fit for their job and that they can use their strengths to make their job work.

Jane also shares thoughts on the unique impact the pandemic has had on female employees and the role colleagues can play as effective allies of women in the workplace.

My highlight quotes from the podcast include:

“Wellbeing is a significant component to any strong culture. It’s a foundational element. It impacts how a person shows up at home, how they show up at work — and really, it’s about their capacity for what they can accomplish every single day.”

“When people are working to their strengths, they’re more productive, much more successful and therefore thriving”.

“As an aggregate in our strengths finder, women have empathy, so they are more likely to feel things that feel dismissive or disrespectful. So we really have to think about how that plays into their purpose, their passion and the outcomes of their job”.

“Women do not feel that their opinions count as much as men. I think they [men]need to listen more, be intent on queuing into things and carry those voices a bit further”.

“There is still too much debate around remote and hybrid. The reality is it works in most companies if you have the metrics, performance and great management, Companies need to get on the bandwagon”.

What do you think?

About the author

Claire Farrow is the Global Director of Content and Programming for www.makeadifference.media the annual MAD World Summit and The Watercooler. She’s on a mission to help every employer – large, medium and small – get the insight, inspiration and contacts they need to make real impact on workplace culture, mental health and wellbeing in their organisation. She has been freelance for more than 15 years. During that time, she has had the honour of working with many leading publishers, including the New York Times.

 

 

Podcast: The Unique Impact the Pandemic Has Had on Female Employees’ Wellbeing and What Employers Can do About it

Health equals wealth

The pandemic has highlighted the systemic issues that drive poor health and health inequalities – and how inextricably linked health is to wealth.

The government published its Levelling Up White Paper on 2 February, with 12 missions to address these systemic issues, including Missions 7 and 8 to achieve five extra years of healthy life expectancy while closing the gap in health and wellbeing inequalities.

The Office for Health Improvement and Disparities (OHID) is focussed on addressing health disparities in its white paper due to be published in the summer- recognising health is fundamental to current government priorities to level up opportunities and drive economic growth.

Matthew Taylor, Chief Executive of the NHS Confederation, says, “the government and healthcare system can only address some of the systemic issues leading to poor health, and there is growing awareness that many of the solutions lie outside the NHS.”

Powerful role of business to drive health

The report by the CBI, Seize the Moment, shows that businesses could significantly reduce disease burden,  enabling people to remain in the workforce for longer, be more productive with a better quality of life, and leading to reduced demand on the NHS and social care system.  Jordan Cummins, Health Director at CBI says that “business-led intervention to enhance employee health could reduce the current fiscal burden of £300 billion by 10-20% in the UK.”

Employers could be responsible for a potential 10-20% of disease burden reduction in the 18-65 age group; 70% of this disease burden reduction attributable to employers could come from just three interventions: 1) Musculoskeletal conditions 27% (e.g treating back pain); 2) mental health 25% (e.g Cognitive Behavioural Therapy) and 3) ergonomics 14% (workspace, seating, chair positioning).

On mental health specifically, an analysis by Deloitte published in January 2020 found that poor mental health costs UK employers up to £45 billion each year. This is a rise of 16% since 2016 – an extra £6 billion a year.

Contributing to the overall disease burden are high levels of preventable health risks, particularly excess weight and obesity, and adverse lifestyles such as smoking, which affect all social groups, though disproportionately those in lower socioeconomic cohorts.

The business community has immense power to drive positive change and impact. The total value of pension funds invested in the U.K. each year is about the same size as the U.K. economy and the total assets under management is more than double that, so the power of investing is huge.

Jennifer Dixon, Chief Executive of the Health Foundation, says: “This power can be used to influence the risk factors that can damage your health, like unhealthy food, poor work, pollution, gambling, and poor housing, but it can also be used to promote health.”

Health adds to the nation’s GDP.  One extra year of longevity is worth £60bn to UK, or £1,000pp, according to Andy Haldane, new CEO of the RSA at the launch of the Health Foundation’s  Economies for Healthier Lives.

Health into ESG: ESHG

Given the increasing evidence showing health impacts on global prosperity, the time is coming to bring health into an ESG framework focussed on outcomes. The positive and negative health impacts of companies can, along with climate impacts, be assessed to encompass 3 key areas: direct impact on employee health, secondary impacts via products and services sold and contribution to community and societal resilience.

With health data plentiful and objectively credible, and at least on a par with climate data, the time is now to incorporate “H” into “ESHG.”  John Godfrey, Corporate Affairs Director at Legal & General, a British multinational financial services and asset management company, says, “it is clear health equals wealth, but health has been missing from the environmental and social factors that investors take seriously. There’s a lot more we can do as investors to make sure that health outcomes and economic outcomes are seen as being aligned. I think the ESG framework should be even more explicit and call out health to become part of ESHG.”

Dame Carol Black, Chair Centre for Ageing Better concludes: “It is in the interests of business to have healthier workforces, especially at a time of labour supply shortages and older workers dropping out of the workforce due to ill health. That includes SMEs – who constitute the largest part of private sector workforce, but who need additional support to access resources and services that will promote the health of their employees.”

Business for Health (B4H) with the CBI are working together to develop and contribute ideas to the Government’s White Paper on Health Disparities. The Office for Health Improvement and Disparities (OHID) are developing this as part of their Levelling Up plans and it’s expected to be published in the summer. B4H, CBI and OHID we are working together to ‘reset the dial’ on the role of business in health and stimulate a different conversation on what drives good health.

Jonathan Marron, Director General for the Office for Health Improvement and Disparities says “We all have our part to play in creating a healthier nation; and we will all see the benefits if we succeed. It is really positive to see business prioritising the health of their employees and thinking more about ensuring healthier products for their customers. We welcome the commitment shown by Business for Health and the CBI and look forward to working on this shared agenda going forward.”

Call for Case Studies by 27 May for White Paper on Disparities

B4H is calling for businesses and employers to submit case studies that demonstrate the positive role of business to enhance health and/or reduce health disparities that can be considered for the submission to the white paper and/or inform the Business for Health Framework.  Please register your interest here.

About the Author: Tina Woods, CEO, Business for Health

Tina is a social entrepreneur who brings diverse stakeholders together to address the system changes needed to improve health for all. She is Founder and CEO of Collider Health and works with private, public and third sectors. Tina is also the Director of  the All Party Parliamentary Group for Longevity and leads the Open Life Data Framework. She is Co-Founder and CEO of Business for Health, a business-led coalition of socially responsible employers, purchasers, investors and innovators that is developing a Business Framework for Health with the CBI, bringing in ‘Health’ into ‘ESG’ mandates to support long-term sustainable innovation and investment in preventative health and care.

 

Health Key to Levelling Up: Time to Bring ‘Health’ into ESG

VAHA is a motivational personal trainer incorporated into a smart mirror. It learns your specific preferences, and, according to VAHA, is able to help you achieve your fitness goals, in the comfort of your own home.

We’re delighted to announce that VAHA is giving away 1 x ‘VAHA X’ – worth £1,950 – to visitors of The Watercooler Event.

The groundbreaking The Watercooler conference and exhibition is taking place at Olympia in London on 25th & 26th May.  It is free to attend and is for all employers who want to understand how they can best support employees in the new world of work with a joined-up approach to workplace wellbeing.

The event is packed with content from 100+ speakers including keynotes, case studies, panel sessions, workshop, roundtables, fast pitch sessions and 75+ exhibitors.

Simply pre-register before 24th May to attend the event and you will be automatically entered into the draw to win a VAHA mirror. If you’ve already registered, you’re already in the draw! The winner will be picked at random and announced during the week commencing 30th May 2022.

See you there!

*T&C’s apply: entrants must be 18 and over and UK based. The winner will be notified by The Watercooler team and supplied with a code to purchase VAHA online. Please note, whilst the ‘VAHA X’ mirror is the prize, VAHA requires you to pay a subscription fee of £39pcm.

Win a VAHA Smart Mirror by Registering for The Watercooler

New research reveals the worrying insight that, while employers have made mental health a key focus of their communications due to Covid, employees remain uncomfortable talking about it.

Two thirds (66%) of UK adults, for example, say they would not feel comfortable raising a mental health or emotional wellbeing issue at work, according to these news findings from Nuffield Health’s latest Healthier Nation Index.

This statistic is particularly concerning given that the study also revealed that 1 in 3 employees also say their mental health has got worse in the last year.

Another worrying theme thrown up by the survey of 8000 adults in the UK is that, although mental health is now a talking point at work, a third feel they are offered no physical and emotional wellbeing support by their employer. This ups their risk of feeling lonely at work, the theme of the Mental Health Foundation’s current awareness week, which often leads to a drop in productivity and engagement.

On the back of the research, and to tie in with Loneliness Week, Nuffield has launched a ‘Find Time For Your Mind’ campaign, calling on people to #find5 and spend 5 extra minutes a day exercising, focusing on their mental wellbeing and spending time with colleagues to build closer connections and create a more inclusive workplace.

The research hits home the major importance of two topics we cover regularly here at Make A Difference Media: 1) the need for employers to create psychological spaces where employees are comfortable opening up and being vulnerable and 2) the need to, not just talk about mental health, but take some tangible, practical action.

Gosia Bowling, national lead for emotional wellbeing at Nuffield Health said:

“The pandemic has affected the mental health of many employees, so it’s more important than ever that employers find ways to create inclusive and connected workplace environments where people feel supported. Not only will this help productivity, but it will also boost happiness levels.”

As Bowling says, as the workplace transitions to more hybrid and remote working patterns, it’s critical that employers find ways to keep their employees feeling connected.

You can

For more on why a feeling of connection is so crucial to combat loneliness, see this article:

12 Practical Pointers: How Companies Can Combat the Loneliness Crisis at Work

Forcing Employees Back to the Office, or Into Social Situations, Won’t Magically Fix the Loneliness Crisis

For more on the importance of taking action not just talking, see this:

Keynote Mental Health Awareness Week Webinar: Turning Talk into Action – How to Achieve Real Impact

For more on creating psychologically safe spaces, see this article:

Creating a Psychologically Safe Workplace

Employees still struggling to talk about mental health, despite pandemic raising awareness of wellbeing

As we all adjust to new models of working, employers have a responsibility to acknowledge employees’ challenges – in particular as they relate to loneliness and connection.

The wholesale shift to remote working triggered by the coronavirus pandemic and subsequent adoption of hybrid working have increased our reliance on technology. But even though technology can be a great facilitator of human connection, it’s also associated with growing feelings of loneliness. What you might call being technolonely.

To understand more about how you can help colleagues deal with these challenges, join us on Wednesday 29 June, from 12.00pm to 1.00pm for our free to attend Lunch & Learn Make A Difference webinar, sponsored by SilverCloud: From Loneliness to Connection and Belonging: How This Sits at the Heart of Employee Wellbeing as Hybrid Models Become the Norm.

Treading a fine line

The webinar picks up the “loneliness” theme of this year’s Mental Health Awareness Week – ensuring we keep this crucial conversation going, and keep turning talk into action, right across the year.

Tune in to learn about:

  • What we know about the link between connection and belonging and employee wellbeing and mental health
  • How you define and spot the signs of the loneliness and how it impacts individuals, teams, organisations and society
  • Practical and actionable tips to tackle loneliness, empower employees and foster a sense of connection and belonging in a hybrid world of work

We make our webinars as interactive as possible, so it’s also a great opportunity to share ideas and tips with peers from across the sector.

Featuring expert speakers:

  • Andy Holmes, former Global Head of Wellbeing, Reckitt
  • Ryan Hopkins, Global Workplace of the Future Lead, Finastra
  • Dr Jorge Palacios, Senior Digital Health Scientist, SilverCloud
  • Dr Carolyn Lorian, Head of Clinical Transformation, SilverCloud

The content is designed for C-Suite, Wellbeing & Benefits Leaders, HR, Learning & Development, Culture & Transformation Leaders, Talent, Engagement and Communication Leaders, Equality, Diversity & Inclusion Leaders as well as Wellbeing Champions from across your organisation.

In other words, anyone who is responsible for the wellbeing of colleagues and wants to ensure they are providing the right support both now and in the future.

We look forward to seeing you there. If you can’t make the date/time, go ahead and register anyway and we’ll send you the recording a few days after the session.

Register here to reserve your free place at this interactive webinar

New Webinar – From Loneliness to Connection and Belonging: How This Sits at the Heart of Employee Wellbeing as Hybrid Models Become the Norm

Terry Waite and Wolfgang Seidl

Few people understand more what it is to be resilient than Terry Waite CBE, the humanitarian and author who was held hostage in the 1980s. Chained hand and feet to a wall and having to sleep on a floor, in a room with no natural light, he had no-one to speak to and no news of the outside world for almost five years.

Fortunately, his ordeal ended and he was able to take away much from the experience about how to build personal resilience. Insights he will be sharing when he opens the UK’s first Watercooler Event, at London Olympia (25-26 May). A free event that will bring business leaders and employers together to discuss how to mitigate a “second pandemic”, this time of mental health and wellbeing issues across UK workplaces.

Mental health issues are now the biggest cause of workplace absence. The cost-of-living crisis, which has already seen four out of five people impacted by rising prices, is only expected to make things worse. Meanwhile, loneliness, the theme for this year’s Mental Health Awareness Week (9-15 May), is being exacerbated by changes to working patterns.

As we move into an increasingly digital world, face-to-face interaction, after-work drinks and watercooler conversations are being replaced by digital meetings, across time zones, often with people we’ve never even met in person before.

Yet trudging back into the office, at a time when the cost of commuting is soaring and viral diseases still abound, isn’t necessarily the answer either. Instead, we need to reintroduce social connection into our lives, both inside and outside of work, to avoid that so-called second pandemic.

Those working from home, who are at particular risk of loneliness, must be encouraged to take more regular breaks to explore their local area, meet with a friend for coffee or lunch, or disconnect from work in the evening to enjoy quality time with their family and friends. Although this sounds simple in principle, skills shortages that create pressure on fewer people to do more, mean employers also need to change.

It’s simply not justifiable to set unachievable deadlines that make it impossible for people to disconnect from work in the evening or at weekends. Nor should companies judge people only on input and presenteeism, rather than results generated. And let’s remember that despite our overwork culture, the UK remains one of the least productive nations compared to the US, Germany and France.

During his captivity, Terry learned to keep himself company by using his imagination to have internal conversations with himself and even wrote his first book in his head, in the absence of pen and paper. Exhibiting many of the principles of stoicism, including the ability to reframe his thoughts to allow him to survive at a time when his future destiny felt totally out of his control.

Unfortunately, many people today are struggling to reframe their thoughts. In particular, anxiety means that time spent worrying about things that might happen means we experience the same emotional distress as if they were actually happening.

A little bit of anxiety is good for us, causing our bodies to surge with hormones that help prepare us for what’s to come. But constantly ruminating on things or having negative conversations isn’t.

Critical to reducing soaring anxiety levels, when there is much to be anxious about, is normalising it and letting people know it’s okay not to feel okay. Companies must empower workers to proactively manage their mental health and ask for help when they need it. It’s something employers including E.ON, PwC and TikTok will be sharing their thinking on at the Watercooler event.

Most important of all, according to Terry, is learning to live in the moment. “The mind is a wonderful thing and it’s amazing how much it can put up with,” he says. “But too many people are not coping. They’re compromising their lives, relationships and health, due to worries about today’s to-do list, or what could happen in the future, instead of living fully in the now.”

Refining work to create healthy cultures, where people are encouraged and empowered to look after themselves, also makes good business sense. According to research carried out by Mercer, employees who were made to feel more cared for, with access to a wide range of wellbeing benefits, were 35% less likely to leave their employer and 11% more energised.

Dr Wolfgang Seidl and Terry Waite CBE’s session is the Opening Keynote of the FREE TO ATTEND The Watercooler event, which is taking place at Olympia on 25th and 26th May 2022. It is programmed as follows:

10:10 – 10:45, Wednesday 25th May, OPENING KEYNOTE: 

Pandemic, inflation and war: supporting employees through change and uncertainty to a brighter future for work

  • What we can learn from the experience of navigating extreme uncertainty
  • How employers can support different dimensions of trauma: the role and limitations of the EAP
  • The importance of building both individual and organisational resilience
  • Balancing business with empathy: what is “Good Work” and how this relates to Health & Wellbeing

YOU CAN FIND OUT MORE AND RESERVE YOUR PLACE HERE

About the author

Dr Wolfgang Seidl is a partner and workplace health consulting leader at Mercer MarshBenefits. 

You might also be interested in:

Forcing Employees Back to the Office, or Into Social Situations, Won’t Magically Fix the Loneliness Crisis

12 Practical Pointers: How Companies Can Combat the Loneliness Crisis at Work

New Webinar – From Loneliness to Connection and Belonging: How This Sits at the Heart of Employee Wellbeing as Hybrid Models Become the Norm

What We Can Learn From 5 Years In Captivity About Loneliness, Resilience and the Future of Work: Opening Keynote at The Watercooler

Reproductive Health Benefits are reminiscent of mental health benefits 10 years ago. No longer a “nice to have”, they are rapidly becoming a “need to have” for forward-thinking employers. 

1 in 3 women experience a severe reproductive health condition, but only 50% actively seek help, regardless of symptom severity. Putting that into perspective, if you have a workforce of 5,000 women, this means over 800 women in your workforce are not getting access to the care they need. 

Reproductive health conditions can have a significant impact on both an employee’s physical and mental health. Yet, organisations traditionally have not recognised these conditions as relevant in a workplace setting. 

Many employees do not feel comfortable speaking about their reproductive health with their line managers due to the symptom dismissal and stigmatisation of these issues as simply “women’s problems”. This means they are often left to suffer in silence. 

The strain that dealing with these conditions alone can have on employees often results in a loss of productivity, absenteeism and, ultimately, exiting the workforce. Many employees also feel that these issues negatively affect their earnings and opportunities for promotion in comparison to their male peers. 

Considering reproductive health in the workplace helps employees to feel heard, supported and empowered to take control of their reproductive journeys. 

How can you become a reproductive health-focused employer? 

By providing comprehensive reproductive health benefits, you will be adopting a life-course approach to healthcare, supporting your employees from Menstruation through Menopause. Approaching reproductive health directly helps employers to attract & retain diverse talent and promote an inclusive culture. 

  1. Put the policies in place to support your employees. 

These can include policies that cover all aspects of reproductive health such as fertility, miscarriage, family-forming and menopause policies. 

  1. Open up the conversation and tackle the stigma through Education. 

By addressing reproductive health in the workplace through expert-delivered educational workshops, you will provide your employees with the tools to discuss their own reproductive health. 

  1. Create a supportive, compassionate workplace environment

Many reproductive health conditions are a long-term struggle, showing empathy and understanding will lead to retention and positive workplace culture. 

  1. Partner with an Expert Reproductive Health Provider 

Hertility is driving this change, a company dedicated to shifting the perspective, bringing clarity to every body through science-backed hormone testing and care that fits conveniently into the lives of as many women as possible. 

About Hertility 

An employee taking her health into her own hands by assessing her reproductive health and fertility via Hertility’s diagnostic finger prick blood test

Hertility is a digital health company built by women, for women. We’re shaping the future of reproductive healthcare and working with the world’s most forward thinking companies to reimagine the workplace of tomorrow and finally make gender equality a reality. 

The workplace wasn’t designed with women in mind, we’re here to change that. Through expert educational workshops, at-home testing, data-driven diagnostics and fast-tracked access to specialist care, we’re empowering employees to proactively take control of their reproductive health from menstruation through menopause. 

For progressive employers, where being Fertility-Friendly is no longer enough, Hertility is the only way to become ReProductively-Responsible to attract, support and retain a diverse, thriving and innovative workforce. 

 

Why Reproductive Health Should Be Prioritised In The Workplace