Category: Uncategorized

September is PCOS Awareness Month, and if you’re trying to conceive with polycystic ovary syndrome (PCOS), you may have already discovered how much misinformation exists online.  PCOS affects around 1 in 10 women in the UK, yet many don’t receive a diagnosis until they start facing fertility challenges. If you’ve been told (or read online) that “PCOS means you can’t get pregnant,” let’s stop right there. PCOS can feel like a roadblock, but the truth is many people with PCOS go on to have healthy pregnancies, sometimes naturally, sometimes with a little help. But understanding how PCOS impacts fertility is the first step to taking back control.  In this guide, we’ll break down what PCOS actually means for your fertility, natural ways to improve your chances of conception, the most effective medical treatments, and when to seek extra support. We’ll also cover the emotional side of trying to conceive with PCOS, because it’s about much more than just biology. TL;DR (Trying to Conceive with PCOS – Quick Summary) PCOS affects around 1 in 10 women in the UK, and while it can make ovulation irregular, pregnancy is still possible. Many people with PCOS conceive naturally, though it may take longer due to unpredictable cycles. Lifestyle changes like balanced nutrition, exercise, supplements, and stress management can improve the regularity of your cycles, PCOS symptoms and fertility outcomes. Medical treatments from ovulation induction (Clomid/Letrozole/Gonadotrophin injections) to in-vitro fertilization (IVF) may be needed to address PCOS-related fertility issues. Getting support early, through fertility testing, nutrition and lifestyle management and tailored care, can make a big difference. You are not alone, PCOS is one of the leading causes of fertility issues, but with the right support, pregnancy is absolutely possible. What is PCOS and How Does It Affect Fertility? Polycystic Ovary Syndrome, better known as PCOS  is one of those conditions that most of us have heard of, but few of us really understand. It’s often framed as a fertility roadblock, but the reality is more nuanced. Around 1 in 10 women in the UK are thought to live with PCOS, though many don’t even know they have it until they start thinking about pregnancy. That’s often when the questions start: Why are my periods so irregular? Why does ovulation feel impossible to track? Is getting pregnant even an option for me? In PCOS, a delicate hormonal relay between the brain and the ovaries gets disrupted. Instead of one egg maturing and being released each month, multiple small follicles often develop but don’t quite make it to the finish line. In some cases, the ovaries can end up looking ‘polycystic’ on an ultrasound, but they are not cysts, they are lots of tiny immature follicles. At the same time, higher levels of androgens (so-called “male hormones”) and insulin resistance can throw the whole system off balance. The result? Ovulation might become unpredictable or stop altogether. That said, difficult does not mean impossible, ovulation can still occur in PCOS, sometimes unpredictably, and with the right intervention, it can be regulated. What Are My Chances of Getting Pregnant with PCOS? If you’ve Googled “Can you get pregnant naturally with PCOS?“, ” How to get pregnant with PCOS quickly” ? You’ve probably come across some pretty gloomy takes, headlines about infertility, scary statistics, forums filled with worst-case scenarios. It’s no wonder that so many people with PCOS assume pregnancy is out of reach.The truth? Yes, you absolutely can get pregnant naturally with PCOS. It just might not follow the textbook cycle you read about in biology class. Why Getting Pregnant Naturally Can Be Harder with PCOS Natural conception relies on timing, you need to ovulate, sperm needs to be there at the right moment, and fertilisation has to line up. With PCOS, ovulation is often the unpredictable piece of the puzzle. Some people with PCOS ovulate only a few times a year. Others might ovulate irregularly, one cycle at 35 days, the next at 60. That makes it harder to know when you’re ovulating, and harder to plan sex around your fertile window. But harder doesn’t mean impossible. Studies suggest that while it may take longer, many people with PCOS conceive without medical treatment. For some, it happens once they start making small lifestyle shifts (like balancing blood sugar, exercising regularly, or addressing stress). For others, they might need medical support. So rather than thinking of PCOS as shutting the door on pregnancy, it’s more accurate to see it as a condition that may require a different key.  Hertili-tip: If you’ve been trying for 12 months (under 35) or 6 months (over 35) or you have irregular cycles, book a Hertility Advanced at-home hormone and fertility test to get ahead. Step-by-Step: How to Boost Your Chances of Conceiving with PCOS Trying to conceive with PCOS can feel overwhelming, but breaking it down into clear steps makes the journey more manageable. Think of this as a roadmap, not a rigid schedule, but a sequence of strategies that build on each other. Pay attention to the preconception phase, the preconception phase is defined as the three months before you conceive. Why? Well, a few lifestyle changes before actively trying can make all the difference to your chances, according to the NHS. They recommend eating a healthy, balanced diet, drinking less alcohol, and exercising regularly to help prepare your body for getting pregnant.  Step 1: Get Clear on What’s Happening in Your Body The first step is clarity. Not every woman with irregular cycles has PCOS, and not everyone with PCOS experiences it in the same way. Getting a confirmed diagnosis through hormone blood tests and an ultrasound scan is important, because it helps rule out other conditions that can mimic PCOS.  Once you have that clarity, the next part is understanding how your cycles work. Most cycle tracking apps assume a neat 28 – 30 day cycle, where ovulation happens like clockwork around day 14. With PCOS, ovulation may happen on day 20, day 40, or not at […]

In this article, we’ll explain why women are so integral to senior leadership roles for the effective operation of organisations, both internally and externally. As well as lay out some effective approaches companies ought to adopt to ensure senior female retention.   Quick facts: Women in senior leaderships positions can have a considerable positive impacts on all organisational levels. Positives span overall revenue performance, employee satisfaction, engagement and reduced risk taking. Effective gender parity strategies need to include a multi-factor approach, often with emphasis on retention as well as upward mobility for women. Current workplace gender imbalance The benefits of gender equity within the workplace, particularly for top-down initiatives, are well known, well documented and certainly well reported.  But even in the face of such benefits, gender imbalance, especially across senior leadership and boards, overwhelmingly persists. Globally, male employees occupy an incredible 65-95% of senior roles.  Any progressive employer should not only be striving for gender balance within the workplace but actively ensuring they have an effective gender parity strategy in place to plug current organisational gaps. Not only should strategies focus on upward mobility for women but also on retention for female leaders. Effective strategies often require nuanced approaches that span employee benefits, competency-based hiring and pay and the need for a cultural shift in often deep-rooted, systemic biases.  The impact of women in leadership Here are some of the top line and most well documented positive impacts that gender equity and increased numbers of women within senior leadership teams can offer organisations. Improved organisational performance  Countless studies have shown a clear and definite correlation between women in senior leadership and improved company performance. This not only applies to improved financial performance but extends granularly into individual employee performance.  Studies have also shown that an increased number of women on board teams can de-risk company performance, reducing the incidence of lawsuits, corporate crimes and tarnished organisational reputations.  Increased innovation In addition to performance, organisations with a higher percentage of women in senior leadership have been found to both invest more in innovation and be more innovative overall.  This has been attributed to increased diversity, viewpoints and creative approaches to decision making apparent within gender-equitable senior leadership teams.  Enhanced employee engagement  Studies have also found that an increased number of women in senior leadership improves overall employee engagement and retention—regardless of gender or identity.  Employees from companies with higher proportions of women are more likely to report overall levels of job satisfaction and positive organisational culture.  Women are more likely to embody empathy and prioritise communication within their leadership style, often driving a more positive and meaningful workplace culture.   Strategies for retention Effective retention strategies are multi-faceted and can include a number of the following iniatives alongside organisational policy change. Address gender pay gaps Despite women in SLT performing, often better than their male counterparts and contributing to improved company performance, they still earn significantly less than men.  Ensuring transparency across pay structures is essential for acquiring top talent and retaining the best female employees. Fair compensation reflective of competency, irrespective of gender, combined with regular reviews and a clear commitment to closing any outstanding pay gaps is critical.  Offer fertility and reproductive health benefits Over 1 million women have left the workplace due to menopausal symptoms and a further 1 in 5 employees going through fertility treatment left their jobs due to insufficient support within the last 5 years alone. Offering fertility and reproductive health benefits has been found to significantly improve retention and employee engagement. These benefits can particularly help female employees, both through challenging life events, like menopause and fertility struggles—but also via mitigating potential future health issues and concerns. Companies need to remember that women’s hormones impact them for nearly their entire lifespan and the workplace needs to cater for these changes.  Educate employees on second-generation gender bias Harvard Business Review recently reported that an integral part of upward organisational mobilisation for women is the removal of second-generation bias. This is often deeply rooted in organisational practices, creating ‘invisible’ barriers for women.  Bias can lead not only to a reduced number of women in SLT but also implicitly hostile working environments for them when they get there. Making employees aware of bias can radically alter attitudes and foster possibilities for meaningful change.  The future of your senior teams  Forbes recently reported on studies highlighting that to see the benefits of an increased number of female leaders, a critical mass of a 30% female team is needed. Forbes similarly reported the need for a Reproductive Revolution in the workplace. This maps onto things like company performance, competency based pay and employee engagement.  The need for women within leadership is, evidently, more crucial than ever. The Economist and McKinsey Global Institute estimate that if global workplace gender gaps were bridged the global economy would surge by 26%. Any successful 21st century business should adopt a rigorous gender parity strategy focusing not only on upward mobilisation but also retention. Contact the Hertility team to learn how we can support you with your journey to becoming a Reproductively Responsible™ employer.

Over the last five years in the UK alone, 1 in 5 employees undergoing fertility treatment left their jobs due to insufficient support from their employers—and a further 1 million women left their workplaces because of debilitating menopausal symptoms. These are just a couple of the stats that highlight the growing importance of workplace reproductive health benefits as an integral part of employee wellbeing.  As the adage goes, knowledge is power and one of the best places to start is ensuring your employees have ample access to educational resources surrounding their reproductive health.  Awareness days offer purposeful opportunities to provide employees with education and celebration over a range of important issues. This can in turn foster your organisation’s culture whilst making your employees feel seen and supported.  This 2024, why not build some of the following key female reproductive health-focused awareness days into your internal events calendar?  2024 Calendar of Reproductive Health Awareness Days 1. International Women’s Day When: March 8th 2024 What: A globally recognised campaign that celebrates women’s achievements social, economic and political achievements whilst raising awareness for gender equality.  2. National Endometriosis Action Month When: March 2024 What: A globally recognised month of action for the 1 in 10 people assigned female at birth who suffer from the reproductive health condition endometriosis.  3. National Infertility Awareness Week  When: April 21st – 27th 2024 What: A UK-focused awareness week highlighting the challenges, mental and physical, faced by those struggling with infertility. 4. Black Maternal Health Week When: April 11th – 17th 2024 What: A globally recognised week to amplify Black female voices and raise awareness for the historically higher maternal mortality rates in Black women.  5. Maternal Mental Health Awareness Week When: 29th – 5th May 2024 What: A global weeklong campaign dedicated to awareness around mental health struggles before, during and after pregnancy.  6. National Women’s Health Week When: May 12th – 15th 2024 What: A UK-focused weeklong campaign encouraging women and girls to make their health, physical and social wellbeing a priority. 7. Fibroids Awareness Month When: July 2024 What: A globally recognised month to raise awareness about uterine fibroids that affect around 2 in 3 women.   8. Ovarian Cancer Awareness Month  When: September 2024 What: A globally recognised month to support those who’ve been diagnosed with or indirectly affected by ovarian cancer.  9. Polycystic Ovary Syndrome (PCOS) Month When: September 2024 What: A globally recognised month of action for the 1 in 10 people assigned female at birth who suffer from the reproductive health condition PCOS.  10. Menopause Awareness Month When: October 2024 What: A globally recognised awareness month focused on breaking the stigma surrounding menopause, including World Menopause Day on the 18th of October. 11. Baby Loss Awareness Week When: October 9th – 15th  What: A UK-focused week-long event dedicated to supporting those who have suffered pregnancy or infant loss.  12. National Fertility Awareness Week When: October 30th – 5th November What: A UK-focused weeklong campaign initiated to raise awareness about fertility issues, treatments and reproductive health education.  What next? Embedding reproductive health awareness into an organisation’s event calendar is an imperative step toward fostering a supportive and inclusive workplace culture. The alarming statistics revealing the impact of insufficient support on employee retention underline the urgency of addressing these issues.  By incorporating key awareness days and campaigns, such as International Women’s Day, National Endometriosis Action Month, and Menopause Awareness Month, employers can provide educational resources and celebrate the diverse aspects of female reproductive health. This not only promotes a sense of acknowledgement and support for employees but also contributes to a workplace environment that values the holistic well-being of its people.  At Hertility, we’re shaping the future of the workplace by supporting companies to become Reproductively ResponsibleTM. One way that we do this is through a range of CPD-accredited educational workshops that focus on female fertility and reproductive health. Ultimately, our aim is to change attitudes around reproductive health, both for individuals and in the workplace, and to encourage everyone to be proactive by tracking their reproductive health. We’re calling this the Reproductive Revolution! If you’d like to take proactive steps in this direction in 2024, get in touch – benefits@hertilityhealth.com.