Our people make the HRA what it is.
That is why we are always looking for new ways to improve and strengthen the support we offer as an employer.
We have a wonderful range of staff networks, as well as other specialist support groups, who we work with to improve the experience of everyone who is part of the HRA.
Over the past couple of years, we have been working to improve the support we offer around reproductive health, particularly linked to menopause awareness. In 2021 we were very pleased to be the first government arm’s length body to introduce a menopause policy.
However, we knew we had more work to do around reproductive health support and our people told us the same.
Thanks to our involvement in a reproductive health in the workplace pilot training programme – led by Pregnant Then Screwed and Best Beginnings, and funded by the Department of Health and Social Care – we have been able to build on the reproductive health support and care we offer to staff.
We have now introduced a comprehensive range of policies and guidance to support the diverse reproductive health needs of everybody working at the HRA.
The new policies takes into account the entire life cycle of a person’s reproductive journey in their working years. They offer guidance and support on:
- menstrual health at work
- fertility at work
- pregnancy and baby loss
- breastfeeding, chest feeding, expressing milk and working
- menopause at work
Lou Silver, HRA Equality, Diversity and Inclusion Manager'The new policies have been created to support our people through times of their lives when not only are the goalposts constantly shifting, but the issues faced are often hidden and deeply personal.
‘It’s crucial that our staff know we are equipped to support them, so that they feel confident about telling us what they need, knowing there is a framework in place to make sure those needs are sensitively met.
‘We have been listening to a range of people across the organisation to get these policies right, and we’re proud to now have this formal support in place.
'We believe we're the first government arm’s length body to introduce a pregnancy and baby loss policy for staff, and we're the only NHS organisation which offers matched leave - ten days - for both partners who are going through pregnancy or baby loss.'
Dan Younghusband, HR Business Partner at the HRA‘As a working dad, and quiet campaigner for equal parental rights and responsibilities, our matched pregnancy and baby loss leave provisions recognise the impact of this bereavement, and the different needs of both parents.
‘Miscarriage is a lonely, isolating experience and from my own experience I know that men are less likely than women to talk about what has happened with friends, family, or colleagues. An unnecessary shameful secret.
‘Our pregnancy and baby loss policy follows the launch of the government’s baby loss certificate scheme earlier this year. By publishing dedicated provisions, and speaking out loud about this common issue, we hope to break taboos, enable conversations and create a safe space to support our colleagues.’
The new policies are part of our ongoing commitment to support the health and wellbeing of our staff, which we talk about in our 2022-25 strategy, We make it easy to do research that people can trust.
The suite of support aligns with the government’s Women’s Health Strategy for England which was launched in 2022 and specifically prioritises workplace support around menstrual health, fertility, pregnancy, pregnancy loss, postnatal support and menopause.
The new British Standard on Menstruation, menstrual health, and menopause in the workplace has been used as a reference for developing our reproductive health support.