Motion 82
Women’s Health, Workplace Equity & the NHS
“That this Congress notes that women make up the majority of the NHS workforce, yet NHS workplace structures still fail to adequately recognise or support key aspects of women’s health. Conditions such as menstruation, menopause, pregnancy, post-natal recovery, fertility treatment, and gynaecological disorders continue to affect attendance, wellbeing, and retention, often without appropriate workplace adjustments.
“Congress notes ongoing issues including: limited access to private, hygienic spaces for changing, breastfeeding, or managing menstrual needs; uniforms and PPE that do not reflect women’s bodies or life stages; inconsistent line-manager understanding; and attendance-management processes that do not adequately account for recognised medical conditions. These failures directly contribute to increased sickness absence and severe pressure on staffing levels.
“Congress also highlights that the impact of unsupported women’s health extends to partners, spouses, and families, who frequently take on additional caring responsibilities, experience emotional strain, and face financial pressures when symptoms are exacerbated or treatment is delayed. This makes women’s health not only an equality issue but a workforce sustainability and family wellbeing issue.
“Congress believes that workplace conditions should not disadvantage women or undermine the wider household, and that NHS Scotland must demonstrate leadership in supporting women’s health across all staff groups.
“Congress calls on the General Council to:
- lobby the Scottish Government and NHS employers to ensure guaranteed access to appropriate private spaces, and to review NHS uniforms and PPE with women’s comfort, dignity, and practicality in mind;
- press for national guidance so women’s health conditions are properly considered within attendance and capability frameworks;
- promote mandatory training for managers on women’s health and reasonable adjustments;
- advocate improved flexible working for those affected by women’s health conditions; and
- ensure policy development recognises impacts on partners, spouses, and families, and supports a sustainable NHS workforce.”
Mover: Royal College of Podiatry
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