For the one in 10 women affected by this debilitating condition, this wage gap represents more than lost income, it symbolises a broader crisis in gynaecological health.
As the founder of a gynaecological health company, I witness daily how our physiology remains poorly understood by the medical community. The nine-year average wait for diagnosis reflects medicine's historic gender bias. Pain is routinely dismissed as 'normal', while fragmented care pathways lead to misdiagnosis. This delay allows the disease to progress, increasing complications and reducing treatment efficacy. For employers, this means increased absenteeism and healthcare costs, with pre-diagnosis expenses rising 60% for those facing extended delays.
Read more: Endometriosis: Everything HR needs to know
You might be surprised to learn that endometriosis is more common than asthma and diabetes. All workplaces either currently have a team member suffering from endometriosis, or will do so in the future.
Endometriosis forces difficult choices: patients often move to part-time work or less demanding roles to manage symptoms. More concerning, 27% leave paid employment within five years of diagnosis due to inadequate support. These aren't choices – they're compromises forced by a system that fails to understand and improve the management of women's health.
When undiagnosed conditions like endometriosis hold people back from reaching our full potential, we're not just failing individuals – we're hampering humanity's progress.
Providing support
It doesn’t have to be this way. Progressive working environments could instead allow talented individuals to keep excelling at work, even if they suffer from the chronic pain of endometriosis.
Consider having a clear endometriosis policy and providing flexible working conditions (flexible hours, work from home) for your female team members. Remote options and adjustable hours help manage symptoms while maintaining productivity. Both are particularly important for those who need to attend medical appointments.
Read more: Long-term health conditions
You could also consider creating quiet spaces for rest during symptom flares. These adjustments help retain talented employees while supporting their health needs. Developing transparent pathways for career progression that accommodate health needs and offering phased returns post-surgery and skill development opportunities are excellent strategies to consider.
Further, managers can be trained to recognise symptoms and avoid stigma. Include specialist care in health plans and offer mental health support to ensure you keep your highly educated, highly capable female workforce engaged.
Supporting women with endometriosis isn't just right, it's smart business. A 2020 study published in Obstetrics and Gynecology found that endometriosis patients with long diagnostic delays (three to five years) incurred average pre-diagnosis healthcare costs of $34,460 (around £27,300 at 2020 exchange rates). Progressive policies reduce turnover, boost productivity, and foster loyalty.
Read more: Shifting the balance in women's health: why we're finally talking about it
The data is clear: addressing women's health gaps could yield unprecedented economic and social returns. Let's move beyond awareness to action, ensuring no woman must choose between her health and her career. The time for change is now.
By Valentina Milanova, founder of Daye
