Redefining Corporate Culture: A Vision for Supporting Women Through Infertility

Mar 25

I previously wrote about my personal experience with running a company and navigating infertility and IVF. The support and response to my LinkedIn post was so powerful and reminded me that many women have struggled with the same challenges. As a follow up to that post, I want to share a vision for what truly supportive corporate environments could – and should – look like.

First, we must reconstruct our understanding of healthcare benefits. Progressive organizations are already expanding their insurance coverage to include comprehensive fertility treatments, and my state of Illinois is better than most when it comes to required infertility coverage, but this is just the beginning. True support requires implementing flexible spending accounts specifically for fertility-related expenses, offering supplementary coverage for specialized treatments, and providing access to fertility counselors and advocates who can help navigate the complex healthcare landscape.

But policy changes alone cannot transform culture. The real revolution begins with structural reforms that normalize women's health journeys in the workplace. This means:

Creating Flexible Time Architecture

Implementing "no questions asked" flexible scheduling for medical appointments
Offering unlimited sick days specifically for fertility treatments and recovery
Establishing remote work protocols that prioritize health needs while maintaining professional engagement
Installing "quiet rooms" in offices for hormone injections or private moments of processing

Developing Leadership Competency

Mandatory training for managers on supporting employees through fertility challenges
Creating clear protocols for maintaining confidentiality while ensuring adequate support
Establishing guidelines for workload management during treatment cycles
Building communication frameworks that allow for open dialogue about needs and accommodations

Fostering Community Support

Establishing employee resource groups (ERGs) specifically for those dealing with fertility challenges
Creating mentorship programs pairing employees with leaders who have navigated similar journeys
Providing access to mental health professionals who specialize in fertility counseling
Facilitating anonymous support networks within the organization

Revolutionizing Leave Policies

Implementing specific fertility treatment leave separate from sick days
Creating flexible return-to-work programs after losses or failed treatments
Offering paid time off for partners to attend key appointments
Establishing clear policies for gradual workload adjustment during treatment cycles

Cultural Shifts

The most profound transformation, however, must occur at the cultural level. Organizations need to actively create environments where:

Women feel empowered to advocate for their health needs without fear of professional consequences
Success metrics account for life circumstances and health challenges
Career advancement isn't penalized by necessary medical absences
Vulnerability is recognized as a strength, not a weakness

My experience as a founder has shown me that when women have the power to structure their work around their health needs, they don't just survive—they thrive.