Starting Uncomfortable Conversations in the Workplace

Something I hear a lot from male managers is that they want to be supportive of their female colleagues, but they just don’t want to say the wrong thing. With sensitive topics on the table ranging from infertility and baby loss to menopause, conversations around women’s health can feel burdened with the fear of offending or upsetting.

However, the truth is that whatever is bothering your colleague could be anything at all, whether it is related to women's health or not. Supportive conversations don’t need to involve any assumptions; they can simply start from a place of care. The key lies in creating a culture where it feels safe to talk, and opening the door to support is a great place to begin.

Here are three ways to start more comfortable, supportive conversations:

1. Open the Door with What You’ve Noticed

Simple observations are often the best and easiest starting point for a manager. By focusing on what you can see, you avoid making the conversation about a "diagnosis" or a specific health issue.

• Try gentle questions: Use phrases like, "I've noticed you seem a bit distracted, are you OK?"
• Avoid assumptions: This approach shows care without jumping to conclusions about the cause of their distraction.
• Stay safe: It prevents you from making comments that could be taken the wrong way or overstepping boundaries.
• Empower the employee: Most importantly, it gives your colleague complete control over what they choose to share.

2. Talk About Distance Without Diagnosis

If a team member feels a little quieter or more withdrawn than usual, it is perfectly okay to acknowledge that shift in behaviour.

• State the obvious: You might say, "You've seemed a little bit distant lately, is everything alright?"
• Behavioral focus: This is a response to observable behavior, so there is no need to hint or guess at a possible cause.
• Professional and respectful: Keeping the focus on their presence at work keeps the conversation respectful and safe for both of you.

3. Offer Pressure-Free Support

Sometimes the most reassuring thing a manager can do is simply remind an employee that support is available whenever they are ready for it.

• The gentle check-in: Try saying, "I just wanted to check in and see if there's anything you need from me right now".
• No fixing required: With this approach, you aren't offering to "fix" anything or solving a problem they haven't asked you to solve.
• No forced disclosure: You aren't forcing them to say anything they aren't ready to talk about.
• Create space: You are simply offering space and the reassurance that help is there if and when they want to make use of it.

Building Confidence Through Knowledge

Confidence and compassion in the workplace come from having the right knowledge. When managers understand the realities of infertility, baby loss, or menopause, the fear of "getting it wrong" begins to fade.

My bespoke Women's Health workshops are specifically designed for managers and teams to help build the awareness and confidence needed to table these sensitive conversations with empathy and ease. By equipping your workforce with the right language and understanding, you can create an environment where everyone feels supported.

If you’d like to learn more about my bespoke training sessions for your organisation, I’d love to chat. Get in touch today via DM or email [email protected].