True Diversity feat. HeyFlow

Here, we are featuring HeyFlow, who ADLIB has invested into. They are dedicated to ending disadvantage for women at work. 

Find out more about HeyFlow’s mission, the impact of female* reproductive health on workplace inclusion, and the benefits of creating an inclusive workforce.

The purpose of our initiative and series “True Diversity” is to feature, collate and showcase the breadth of initiatives and views that are all on a mission to work towards True Diversity and Inclusion.

Can you share a little bit more about what you do – what’s the purpose and mission of your initiative/ programme/ organisation?  

HeyFlow is on a mission to end female* disadvantage in the workplace.  

31% of women experience severe reproductive health symptoms every year. If not supported properly they can have a massive impact in the workplace and become a hidden burden leading to a lack of inclusion, increased absenteeism, and reduced retention. 

Through insight, learning and action for female* reproductive health inclusion in the workplace, we empower businesses to create change, build a truly inclusive company and break the taboo from menstruation to menopause.  

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*We actually mean people with internal reproductive health organs, it’s just not as catchy. You can read our full inclusion statement here.

What do you consider potential consequences of a lack of female* reproductive health inclusion and what do you see as the main benefits of an inclusive workforce?   

Gender-diverse companies are 25% more likely to be profitable, and increasing the proportion of women in work could boost the UK economy by £48bn annually, yet women often don’t progress as quickly as their male peers due to reproductive health barriers.  

• 10% of women leave work due to menopause 

• 19% of women leave work due to fertility treatment 

• 24% of menstruators experience period pains that affect their work. 

• Mothers see a 60% drop in earnings compared to fathers after their first child. 

Reproductive health issues cause a lack of women in senior positions and a persistent gender pay gap, which greatly increases at the average motherhood and menopausal age.  

Without understanding the real impact of reproductive health beyond ‘symptoms’, workplace equity can’t be achieved. To create meaningful change for women at work globally, businesses need to understand how to support women during key reproductive health moments. Improving the employee experience for women at work, resulting in retaining talent, promoting talent, boosting profitability, and creating an equitable future of work.  

It’s also simply the right thing to do, but that’s a bonus.  

How can businesses and potential employers get involved with your initiative/ programme/ organisation?  

HeyFlow works with organisations looking to support their female* workforce better: 

• Transformative Employee Insight that unearths the reality of female* reproductive health inclusion at work for those that experience it, sit next to it and manage it. 

• Groundbreaking HeyFlow Learning that bridges the gap to unite leaders and employees and create real, tangible change for women at work.  

• Businesses Strategy that works with leaders on global and local strategies to improve employee experience quickly & measurably.   

If you’re interested, head over to our website or get in touch at hello@heyflow.co.uk 

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ADLIB has invested into HeyFlow. 

HeyFlow has recently launched free HeyFlow Policy Guides, an open-source suite of Female* Reproductive Health Policy Guides to access information and best practices around female* reproductive health inclusion in the workplace. Policies aren’t the end point for inclusion, but they’re a great place to start.  

Periods / Menstruation

Menopause

If you are a part of an initiative, brand or company that proactively champions diversity and would like to be featured as part of the “True Diversity” series please get in touch with Tony.

View True Diversity blog collection.