Supportive Workplace Environment Research Articles

Analysis of Current Research in the Field of Sustainable Employment Based on Latent Dirichlet Allocation

In the current context of sluggish global economic recovery, widening regional disparities, and little room for policy error, the global employment situation is unprecedentedly severe. Therefore, research on sustainable employment is critical. In this study, we utilized a Latent Dirichlet Allocation (LDA) topic modeling approach to identify four central topics within the realm of sustainable employment: “Career Sustainability and Employee Development”, “Socio-Economic Dynamics and Strategies for Sustainable Employment”, “Study on Age, Health, and Sustainable Workforce in the Labor Market”, and “Research on the Impact of Workplace Interventions and Psychological Health Support”. The findings revealed the multidimensional, complex nature of sustainable employment issues. This study expands the theoretical horizon of sustainable employment and proposes multidimensional strategic suggestions for practical applications, including regularly assessing and updating organizations’ leadership styles and employee development strategies, offering customized career development programs and skill training, and formulating inclusive employment policies and supportive workplace environments in order to enhance employee job satisfaction and overall well-being, thereby effectively improving the practical outcomes of sustainable employment and bringing about long-term stability and positive impacts on the labor market. These results provide essential theoretical and practical contributions for policymakers, organizational leaders, and anyone seeking sustainable employment.

Predictors of family-focused practices among mental health workers in Quebec.

Engaging family members in the ongoing care of individuals with mental illness is a practice known to bolster the client's recovery journey and enhance the overall wellbeing of both children and families involved. Despite its potential benefits, there remains a dearth of understanding surrounding the implementation of family-focused practices (FFP) by mental health professionals serving adults, as well as the factors that could either promote or hinder such practices. This knowledge gap is particularly pronounced within North American settings. The goal of this study was to identify potential hindering and enabling factors of FFP used in adult mental health services. A sample of 512 professionals working with adult mental health clients, from all regions of Quebec, Canada, with a variety of disciplinary backgrounds and working in different work settings, completed the Family Focused Mental Health Practice Questionnaire (FFMHPQ). Multinominal logistic regression analysis was performed to assess the impact of several factors - organizational, professional, and personal - on the degree of family-based practices of mental health workers. Findings of this study show that the strongest predictors for the adoption of higher FFP levels among adult mental health professionals in Quebec, are being employed on a full-time basis, perceiving a higher level of skills, knowledge, and confidence toward FFP, and having a supportive workplace environment. Results underscore the need to address both organizational and worker-related aspects to effectively promote better FFP in mental health services.

Reducing linguistic profiling of individuals with communication disabilities to enhance careers: avoiding assumptions based on speech, language and communication mode

PurposeThe paper aims to support employers in avoiding linguistic profiling of individuals with communication disabilities; thereby reducing their exclusion from the workforce. It provides employers and others in the workplace with examples of speech, language and communication differences, common false stereotypes and assumptions, and strategies to prevent and address the negative effects of linguistic profiling.Design/methodology/approachThe paper offers a general overview of linguistic profiling as it relates to individuals with communication disabilities. Pertinent examples and findings from previous literature are included to illustrate linguistic profiling across speech, language and mode of communication, and to provide recommendations for inclusive workplace practices to ensure that career success is accessible to individuals with communication disabilities.FindingsLinguistic profiling is a barrier to successful and inclusive employment for individuals with communication disabilities. Education, training and the use of inclusive practices can reduce linguistic profiling of individuals with communication disabilities in the workplace.Originality/valueThough linguistic profiling used to make inferences of social constructs such as race and gender has long been discussed, little discussion surrounds individuals with communication disabilities and the impact it has in their lives and careers. This paper uniquely highlights communication disability in the linguistic profiling discussion so that organizations can be more aware of the impact and the need to create supportive and inclusive workplace environments and in turn reduce discrimination and increase diversity.

IJCM_319A: A Cross-sectional study on prevalence of work-related skin diseases among construction workers in Chengalpattu district

Background: A variety of activities in construction site such as mason, painting, welding, cement mixing, concrete mixing, may eventually lead to exposures that can subject the construction workers as most vulnerable group to develop occupational skin diseases. Objective: To determine the prevalence of occupational skin diseases among construction workers in Chengalpattu district. Methodology: A cross-sectional study was conducted among 301 construction workers in construction sites at Chengalpattu district of Tamil Nadu state over a period of two months (October 2022 to November 2022). Data collection was done using a interviewer administered semi-structured questionnaire and statistical analysis was done using IBM SPSS 21 version and p value of <0.05. Results: Among the respondents 40.9% (123) construction workers found to be suffering from skin diseases like pruritis (14%), dryskin(13%), fissures (6.3%), blisters (5.6%), redness (2%), Among them highest prevalence of occupational skin disease was seen in cement mixing worker (13%) and mason (13%)followed by mason helper (12%) and concrete worker (3%). Work related skin diseases were found to be associated with nature of work (p <0.05). Conclusion: The health problems among construction workers are one of the areas of public health concern in the country which is usually unnoticed as they are being under unorganized sectors. Thus, proper wearing of Personal protective equipment, providing a supportive workplace environment and reinforcement messages will have a favourable impact on the work productivity as well as ensuring a good health for those workers.

An ecological systems model of employee experience in industry-led autism employment programmes.

We asked 33 autistic adults from two industry-led employment programmes about their experiences in the programmes. These are programmes started by companies to recruit and support autistic people in work. We also asked about their workplace supports, relationships and how they thought the programme had impacted their life. Understanding the experiences of people in these industry-led employment programmes is important as the information can help to improve the programmes and participants' experiences. After reviewing the interviews, we found five themes that best described the employee's experience: (1) working involves multiple job tasks that evolve as the employment context changes; (2) relationships in the workplace are diverse and are influenced by the type of work participants do and the work environment; (3) workplace needs change as the autistic employees learn to navigate their work environment; (4) autistic employees develop a professional identity in the workplace as they master work and feel more integrated in the workplace; and (5) recommendations for the development of supportive workplace environments for autistic people. We explored the way that aspects of the two employment programmes (e.g. training) and factors outside the programme changed with time and contributed to the participant's experience. We developed a new model to capture individual and workplace factors that contribute to the experience of autistic people who participate in industry employment programmes.

Ageism and Sexism: The Double Jeopardy Affecting Older Women's Mental Health

Older women face unique psychological challenges that stem from the intersection of ageism and sexism, phenomena that together pose a double jeopardy to their mental health and overall well-being. This article explores the implications of these biases, the social and personal impacts they engender, and the need for a more supportive societal framework. The intersection of ageism and sexism creates a complex landscape of challenges that significantly affect the mental health and quality of life of older women. This double jeopardy not only impacts their personal and professional lives but also limits their visibility and representation in society. As research continues to shed light on these issues, it is crucial for policymakers, practitioners, and society at large to develop strategies that address these biases comprehensively. This involves creating supportive workplace environments, providing accurate and empowering health information, and fostering a culture that celebrates rather than stigmatizes aging and femininity. Only through a concerted effort can we hope to dismantle the barriers that older women face, paving the way for a more inclusive and equitable society.

Unveiling Gender Disparities: Female Authorship in Pivotal Trials for US Food and Drug Administration (FDA)-Approved Novel Chimeric Antigen Receptor T-Cell Therapies

Introduction CAR-T cell therapy, an FDA-approved breakthrough in hematologic malignancy treatment, has emerged as a game-changer through rigorous pivotal trials. Reportedly, women were underrepresented as authors in pivotal trials supporting approval of novel hematological drugs [1]. However, gender inequity in authorship across pivotal trials of FDA-approved novel CAR-T cell therapies remains unexamined. Thus, our study explores gender representation among authors in pivotal trials that led to the first-ever FDA approval of CAR-T cell therapies for hematological malignancies Methods Drugs@FDA portal was searched for novel CAR-T cell therapies approved between 2015 and 2022. Drug approval labels were searched to identify all pivotal trials listed in Section 14 under “Clinical Studies.” Only pivotal trials with corresponding trial publications were included in this study. The gender of trial authors was captured as binary (women and men) and was identified by using the Genderize software (Demografix ApS) or by verifying personal pronouns on authors' institutional profiles or other sources. Study-level estimates for the proportion of women authors were pooled using the DerSimonian and Laird random-effects meta-analysis of proportions model. Analyses were conducted with OpenMeta [Analyst] software version 10.12. Results From 2017-2022, the FDA approved a total of 6 novel CAR-T cell therapies, corresponding to 6 trials and 7 trial publications (755 participants) that were included in the study (Table 1). One trial's findings were reported in two distinct publications. A total of 201 authors were screened, and 1 was excluded because of the inability to assign author gender. Genderize was used to identify the gender of 177 authors; 152 were further confirmed by checking personal pronouns. Of the 24 authors with a prediction probability estimate less than 90.0% on Genderize, author gender was identified for 23 by using personal pronouns listed in institutional profiles or other sources. The median number of men and women authors of trial publications was 19 (IQR, 15-23) and 9 (IQR, 6-11), respectively. The overall proportion of women authors was 29.6% (95% CI, 20.5%-38.7%). The proportion of women authors varied significantly across the 7 trial publications (p-heterogeneity = 0.043). The proportion of women as first and senior authors was the same, estimating about 14.3% (95% CI, 0.0%-40.2%). Conclusions Our study highlights gender disparities in the authorship of pivotal efficacy trials supporting the FDA approval of novel CAR-T cell therapies. This underscores the urgent need for institutions to devise tailored policies that tackle the unique challenges faced by women in the medical field, while fostering an inclusive and supportive workplace environment that empowers women to achieve academic success.

Psychometric Properties of the Breastfeeding and Employment Scale

ObjectiveTo evaluate the psychometric properties of the Breastfeeding and Employment Scale (BES). DesignSecondary analysis of data from the Infant Feeding Practices Study II survey, a longitudinal study on infant feeding practices. SettingUnited States. ParticipantsWomen who were employed, breastfeeding, and completed the Infant Feeding Practices Study II BES at the 3-month postpartum assessment (N = 508). MethodsParticipants reported their perceived level of breastfeeding support in the workplace by responding to the nine binary items on the BES. We evaluated the instrument’s internal consistency reliability (Kuder–Richardson 20), test–retest reliability (Cohen’s kappa), construct validity (principal component analysis), and convergent validity (relationship with a similar item). ResultsThe internal consistency of the BES (Kuder–Richardson 20 = 0.72) supported the reliability of scale. The test–retest reliability was moderate (0.41–0.60). The Spearman’s rho correlation coefficient was 0.66, indicating adequate test–rest reliability for the total BES score between the 3-month and 6-month assessments (p < .01). The factor analysis demonstrated that the items cluster into one factor (psychosocial and structural barriers to breastfeeding in the workplace). Participants who reported more barriers to breastfeeding in the workplace also reported a less supportive workplace environment, which supported the convergent validity of the scale. ConclusionThe psychometric testing of the BES provided initial support for the reliability and validity of the instrument. It may be a useful tool for measuring workplace lactation support in a concise manner.

LGBTQ Systems: A Framework and Future Research Agenda

Building on a body of management research that explores strategies for addressing issues of prejudice and discrimination against persons who are lesbian, gay, bisexual, transgender or queer (LGBTQ), we introduce a conceptual framework for creating and maintaining LGBTQ-supportive climates in organizations. Based on a review of theory and research on LGBTQ-policies and practices, we highlight limits to our current understanding of their associated effects and the processes through which such effects occur. We draw from key propositions from the strategic human resource management literature to conceptualize LGBTQ systems and advance insight into the mechanisms through which they influence the development of supportive workplace environments. Specifically, we propose the formation of LGBTQ practice bundles and articulate how system components of content and strength can be leveraged to enable sensemaking about an organization's commitment to sexual orientation and gender identity diversity that can amplify the impact of LGBTQ policies and practices in organizations. We conclude by offering an agenda for a more systemic approach to the study of LGBTQ policies and practices as well as a more purposeful approach to their implementation to better understand and address sexual orientation and gender identity as hidden inequalities in organizations.

Examining psychosocial factors associated with receiving workplace accommodations among people with disabilities.

People with disabilities experience challenges in obtaining workplace support including job accommodations. This study examined the impacts of psychosocial factors affecting the likelihood of an employee with disability receiving an accommodation and subsequent effects on job satisfaction and job performance. This study recruited 596 participants from multiple national and state agencies serving persons with disabilities in U.S. A mediation model was conducted to examine the impacts of psychosocial factors (i.e., self-efficacy, positive affect, negative affect, workplace support, Americans with Disabilities Act (ADA) knowledge, accommodation knowledge, and work goal) on receiving accommodation, and the impacts of receiving accommodations on job satisfaction and job performance. The indirect effects of the psychosocial factors on job satisfaction and job performance via receiving accommodations were examined using the Delta method. Among all the examined direct effects, only the effect from workplace support to receiving accommodations and the effect from receiving accommodations to job satisfaction were significant. Nevertheless, indirect effects were non-significant, indicating that all the psychosocial factors had no indirect effect (via receiving accommodation) on job satisfaction and job performance. The findings reveal the significance of workplace support on employees' likelihood of receiving accommodations, and subsequent association between accommodation receipt and job satisfaction. Rehabilitation professionals need to provide adequate training to employers to facilitate inclusive and supportive workplace environments.

Going Back with Glee: A Case Study of Indonesian Migrant Workers Engaging in Circular Migration

Driven by a wide range of social and cultural forces, circular migration has become a prominent phenomenon in the contemporary world, and it is especially common among Indonesian migrant workers. The research delved into what pushes Indonesian migrant workers to going back to host countries for employment after returning to their home country. A case study approach was employed by which a total of 24 semi-structured interviews were conducted with Indonesian migrant workers from Blitar, Malang, Ponorogo, and Tulungagung in East Java, Indonesia. The research reveals that non-monetary incentives such as supportive and amicable workplace environments, including the possibility of career advancements and adequate accommodations, as well as productive and family-oriented communities, act as important motivators for Indonesian migrant workers to go back to host countries. Furthermore, the research adds to the widening topography of migration studies by which it provides a broader picture in painting the “human” rationality behind circular migration in Global South.

Breastfeeding environment and experiences at the workplace among health workers in the Upper East Region of Ghana

BackgroundEmployed mothers have lower rates of breastfeeding, including health workers who are supposed to be advocates for breastfeeding. These working mothers need a supportive workplace environment to breastfeed, yet Ghana’s breastfeeding policy neither mentions the workplace breastfeeding environment nor offers any information on it.MethodsA convergent parallel mixed-methods design was used in this study to determine: facilities with a complete breastfeeding support environment (BFSE); breastfeeding challenges experienced; coping strategies and motivators for breastfeeding among health workers in the Upper East Region of Ghana; and Management’s awareness of the need for an institutional breastfeeding support policy. Quantitative and qualitative data were analyzed using descriptive statistics and thematic analysis respectively. The research was conducted from January to April 2020.ResultsAll facilities (39) had incomplete BFSE and management representatives of health facilities (39) did not have and were not aware that their respective facilities needed to have a specific workplace breastfeeding policy that fed into the national policy agenda. Breastfeeding challenges at workplaces included: lack of private space for breastfeeding; inadequate support from co-workers and management; emotional stress; and inadequate breastfeeding breaks and work options. Women adapted to these challenges by employing coping strategies such as: bringing children to work with / without caretakers; leaving children at home; seeking support from co-workers and family members; feeding children with supplementary foods; adding annual leave to maternity leave; breastfeeding in cars / offices; and sending children to daycare. Interestingly, the women were still motivated to breastfeed. Health benefits of breastmilk, the convenience and readily available nature of breastmilk, moral obligation to breastfeed, and cheap cost of breastmilk emerged as key motivators to breastfeed.ConclusionOur findings suggest that health workers have poor BFSE and are faced with numerous breastfeeding challenges. There is a need for programs that improve BFSE in health facilities.

Breastfeeding after return to work: An Australian national workplace survey.

Breastfeeding initiation rates in Australia are high but duration rates fall well below the World Health Organization targets. Return to work is a known factor impacting 6 months exclusive breastfeeding and continuation into the infants second year of life. Work related factors can influence a woman's confidence in maintaining breastmilk supply after return to employment and determine whether she meets her personal breastfeeding goals. This cross-sectional online survey is the first Australian study to explore women's experience of maintaining breastfeeding after return to work, in all work sectors. Results revealed variations across work sectors reflected in worker autonomy and confidence in speaking up about breastfeeding rights. Women who had autonomy or flexibility in planning their workday were more likely to be confident in maintaining breastmilk supply. The main predictors for milk supply confidence and meeting personal breastfeeding goals included having: a suitable place to express milk; confidence in speaking out about rights; a formal return-to-work plan; a supportive workplace; and returning to work after the period of exclusive breastfeeding. This study reveals that supportive workplace environments can lead to increased confidence in maintaining milk supply, extending durations of breastfeeding. Women who are confident in their rights to express breastmilk, or breastfeed at work, are more likely to meet their own breastfeeding goals. Education, and awareness raising, on the rights of breastfeeding women in the workplace, is a gender equity imperative that can improve experiences for breastfeeding women, and, increase manager and co-worker knowledge for creating enabling workplace environments for breastfeeding employees.

Mediating Effect of Challenges on Demographics and Coping Strategies of Indian Healthcare Workers during COVID-19

Healthcare workers (HCWs) including doctors, nurses and allied workers struggled to cope up with the stressful situation as the COVID-19 pandemic unsettled healthcare systems, including India's. Many factors (commonly called as stressors) acted as major sources of stress and resulted in poor mental health of HCWs. Therefore, this study predicted and explained the mediating effect of challenges on demographic characteristics and coping strategies of HCWs. Data from a cross-sectional study was collected from the district hospital of Rajasthan, India, during the period of August 2022-October 2022. HCW's experience level, shift type and distance of greenspaces from their accommodation were significantly correlated with the challenges they faced at work, specifically societal challenges. Thus, HCWs were more inclined to adopt a meaning-focused coping strategy to retain good mental health during the pandemic. Therefore, these findings call for interventions requiring a layered response, comprising strategies and actions that are structural. At the organizational level, these actions may provide supportive workplace environments.

Effects of a supportive workplace environment on the success rate for smoking cessation camp.

This study was conducted to identify the success rate for smoking cessation over time after participation in a therapeutic smoking cessation camp, and to identify how participant characteristics, including a supportive workplace environment for smoking cessation (SWESC), affect the success rate for smoking cessation. In all, 296 participants at smoking cessation camps in Ulsan between 2015 and 2020 were investigated. The success rates of smoking cessation after weeks 4, 6, 12, and 24 at camp were investigated. The participants were grouped as workers with an SWESC, and workers without an SWESC, and variables (age, education, household income, marital status, drinking, exercise, body mass index, morbidity, job, number of counseling sessions, cigarettes smoked per day and smoking initiation age) were investigated. Multiple logistic regression analysis was conducted at each time point. In addition, Cox regression analysis was performed to evaluate the variables affecting the success rate for smoking cessation over time. The smoking cessation success rate of workers with an SWESC at week 24 (90.7%) was higher than that for workers without an SWESC (60.5%). Multiple logistic regression was performed to determine the relationship between each variable and the success rates for smoking cessation at week 6, 12, and 24. SWESC was confirmed as significant (p < 0.05) variables for increased success rate for smoking cessation at all 3 time points. After adjusting for all variables, the Cox proportional hazards survival analysis showed a hazard ratio of 6.17 for SWESC (p < 0.001,; 95% confidence interval: 3.08-12.38). At a professional treatment smoking cessation camp, participants with an SWESC showed a significantly higher success rate for smoking cessation. Supportive workplace environment for workers' health is expected to be an important factor for smoking cessation projects as well as other health promotion projects at workplace.

Returning to work following pregnancy loss: a midwife’s perspective

This article explores a midwife’s experience of returning to work after pregnancy loss. It discusses types of pregnancy loss, support for women and birthing people who have experienced pregnancy loss returning to work, guidance for employers to create supportive workplace environments and how this support can be utilised for healthcare professionals working in maternity and gynaecology. It finishes with personal insight into being a midwife who has experienced pregnancy loss and their advice for caring for yourself in the workplace.

Compassion satisfaction and compassion fatigue in frontline nurses during the COVID-19 pandemic in Wuhan, China.

AimThe aim of this study is to investigate the compassion satisfaction and compassion fatigue among Chinese frontline nurses during the COVID‐19 pandemic in Wuhan, China and to explore the related factors.BackgroundFrontline nurses undertake a huge nursing workload with a risk of infection, causing great pressure on them and making them face a risk of compassion fatigue during the pandemic.MethodsA cross‐sectional online survey was conducted from 9 March to 15 March 2020. A total of 1582 nurses caring for critical patients with COVID‐19 participated. Compassion satisfaction and compassion fatigue (comprising burnout and secondary traumatic stress) were assessed with the Professional Quality of Life Scale, and resilience was measured with the Chinese 10‐item Connor‐Davidson Resilience Scale.ResultsModerate levels of compassion satisfaction (36.99 ± 6.71), burnout (24.14 ± 5.33) and secondary traumatic stress (24.53 ± 5.24) were experienced by frontline nurses. Resilience and perceived work pressure were the main predictors.ConclusionsFrontline nurses demonstrated a moderate level of compassion satisfaction and compassion fatigue.Implications for nursing managementThe compassion fatigue of frontline nurses should be considered. Strategies aiming to reduce stress and enhance resilience, such as training about psychological adjustment, developing professional skills and creating a supportive workplace environment, are several options.The trial is not registered. This study is a cross‐sectional study, and according to China's clinical trial registration standards, such studies are not required to be registered. So the trial is not registered. However, oral consent was obtained from the ethics committee of the hospital before this study was conducted.

Building leadership and managerial capacity for maternal and newborn health services

BackgroundStrengthening leadership and management is important for building an effective and efficient health system. This paper presents the findings from a L&M capacity building initiative which was implemented as part of a larger study aimed at improving maternal and newborn outcomes within primary health facilities in the Morogoro, Tanzania.MethodsThe initiative, involving 30 stakeholders from 20 primary health facilities, 4 council health management teams and the regional health management team in the Morogoro region, provided leadership and managerial training through two 5-day in-person workshops, onsite mentoring, and e-learning modules. The initiative was evaluated using a pre-post design. Quantitative instruments included the ‘Big Results Now’ star-rating assessments and a team-developed survey for health providers/managers. The ‘Big Results Now’ star-rating assessments, conducted in 2018 (19 facilities) and 2021 (20 facilities), measured overall facility leadership and management capability, with comparisons of star-ratings from the two time-points providing indication of improvement. The survey was used to measure 3 key leadership indicators - team climate, role clarity/conflict and job satisfaction. The survey was completed by 97 respondents at baseline and 100 at follow up. Paired t-tests were used to examine mean score differences for each indicator. Triangulated findings from focus groups with 99 health providers and health management team members provided support and context for quantitative findings.ResultsStar-ratings increased in 15 (79%) of 19 facilities, with the number of facilities achieving the target of 3 plus stars increasing from 2 (10%) in 2018 to 10 (50%) in 2021, indicating improved organizational performance. From the survey, team climate, job satisfaction and role clarity improved across the facilities over the 3 project years. Focus group discussions related this improvement to the leadership and managerial capacity-building.ConclusionImproved leadership and managerial capacity in the participating health facilities and enhanced communication between the health facility, council and regional health management teams created a more supportive workplace environment, leading to enhanced teamwork, job satisfaction, productivity, and improved services for mothers and newborns. Leadership and managerial training at all levels is important for ensuring efficient and effective health service provision.

Requesting Workplace Accommodation among Individuals with Mobility Disabilities: A Qualitative Investigation on Barriers and Facilitators

Individuals with mobility disabilities still experience challenges in the workplace. The Americans with Disabilities Act (ADA) and ADA Amendments Act protect persons with disabilities by mandating that their employers provide reasonable accommodations. Generally, workplace accommodations are beneficial to the employees and the workplace and are cost-efficient. However, there remains a lack of access to accommodations among people with mobility disabilities. This study examined types of accommodations, and barriers and facilitators for requesting workplace accommodations among 144 employees with mobility disabilities through a content analysis approach. The frequently requested accommodations include flexible schedule, assistive technology, and physical alteration to office space. The reported facilitators in requesting accommodations entail employer/supervisor support and compliance of employers with accommodation provision, disability acceptance and supportive workplace environment, and employees being knowledgeable and proactive in requesting accommodations. The top three barriers in requesting accommodations include physical and systematic barriers in the workplace, employee fear of disclosing disability or requesting accommodations due to stigma, and employee fear of cost and financial resource to cover accommodations. Therefore, rehabilitation professionals should empower employees and promote education and awareness of the accommodation needs of people with mobility disabilities in the workplace.

P-486 Fertility in the workplace: The emotional, physical and psychological impact of infertility in the workplace

Abstract Study question How can a supportive workplace environment influence the emotional and physical wellbeing of those Impacted by fertility issues? Summary answer Implementing a supportive environment and workplace fertility policies can substantially improve physical and emotional wellbeing and is indeed best practice benefiting both employees and employers. What is known already Most people facing fertility issues are in some form of employment. Trying to conceive, fertility investigations and fertility treatment, can impact physical and emotional wellbeing causing distress, anxiety and affect relationships with family, friends and colleagues. This can lead to a detrimental effect on workplace performance, job satisfaction, career progression and an increase in absence or sick time for those employees who are actively trying to conceive. The demands of navigating treatment whilst working can cause immense emotional stress on an individual as well as potentially affecting the wider organisation as a whole unless best practice in support is shown. Study design, size, duration During October 2021, two surveys were conducted to explore and make the link between the personal / human experience of infertility and the corporate impact / responsibility in supporting someone through it. The first survey was disseminated to 503 workers who were either trying to conceive, currently pregnant, or who have conditions related to fertility and the second survey was sent to 1054 workers who did not identify that they were on a fertility journey. Participants/materials, setting, methods Two online anonymous surveys were conducted, the first contained 18 questions and were aimed at 503 workers who identified that they were either trying to conceive, currently pregnant or who had conditions related to fertility. The second questionnaire contained 9 questions and was aimed at 1054 respondents who were not on a fertility journey, 508 of which were in senior or management positions. All respondents were in current employment in various roles. Main results and the role of chance The main results of the combined surveys showed that nearly 2 in 3 women have felt overwhelmed by their fertility journey. Over half of respondents feel that their fertility journey has made them feel depressed and/or anxious and the majority of those who have had miscarriages say that their fertility journey has been traumatic (79%). Almost two thirds (63%) have not been offered fertility counselling or support by their workplace. Employees who are on their fertility journey are often? unable to work to their full potential, with 40% having considered leaving their job entirely. Reduced working hours, a change in career path and passing up important career opportunities are all actions respondents have taken whilst on their fertility journey. This remains equal across both male and females, with 31% of those who have reduced their hours/ gone part time having had a partner experience miscarriage. 61% have told their employer about their fertility journey, 23% have spoken about it in detail. 24% of those on their journey have had to lie to colleagues/ managers in order to attend/ manage fertility appointments and/or treatment. Limitations, reasons for caution No limitations identified. Male, female and gender neutral/ non-binary respondents were included in the survey, along with those who identified as single or were in heterosexual or same sex relationships. Wider implications of the findings These study findings support the research conducted by Fertility Network UK which highlights that supporting workers and employees, signposting to specialist fertility counselling, implementation of flexible working, fertility workplace policies, a supportive workplace and education is recommended for all organisations. To benefit both employer and employee alike Trial registration number not applicable