1. Normalize the conversation in wellness programming
2. Train managers and team leads on how to support employees facing miscarriage, fertility loss, or menopause
3. Review your bereavement leave to include pregnancy loss
4. Update language and call it "parental leave", not "maternity leave" (see more Why Policy Language Matters)
5. Send a 1-question anonymous pulse survey "Do you feel supported in fertility and reproductive health at work?"
6. Create a private space for medical needs by designating a quiet room where employees can take medication, injections, or private calls
7. Build flexibility into your PTO policy and allow employees to use sick days for fertility appointments, partner support, or recovery without requiring detailed explanations
8. Host a "Lunch & Learn" and invite healthcare professionals or patient advocacy groups to speak about reproductive health topics
9. Create a resource guide of local support groups, counseling services, and patient care organizations that employees can access confidentially
10. Establish "no questions asked" flexibility by allowing employees to request schedule adjustments or work-from-home days for medical appointments without requiring specifics
11. Conduct a 5 minute audit and find out if your family-building benefits are actually working for employees or just looking good on paper?
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