PhD Project - Understanding Fertility Management at Work: When Trying for Babies Requires a ‘Worksome’
Applications for this PhD project are now open. The deadline for applications is 6 April 2026.
Overview
The decision to have children is influenced by the individual or a couple’s circumstances; however, infertility issues, particularly among working employees, can significantly negatively affect their performance and productivity in the workplace.
Infertility is characterised by the World Health Organization (2024) as a disease of the male and female reproductive system whereby a sexually active, non-contraceptive couple are unable to conceive after a period of time (usually 1 year). The World Health Organization (2023) reports that 1 in 6 individuals of working age, regardless of gender, face challenges related to infertility. Recent studies also indicate that 1 in 7 couples may have difficulty conceiving and especially that an increasing number of individuals in the working age group, typically between 30 to 49 years, are facing infertility challenges while actively attempting to conceive (CIPD, 2023; NHS, 2023). In ideal situations 8 out of 10 couples, where the woman is under 40, will naturally conceive within a year of trying regularly but the chances diminish significantly after a prolonged period of up to 3 years to 1 in 4, or less.
A key focus of this research is the premise that the adverse effects of infertility on individuals with active employment status may manifest as diminished mental health and wellbeing (CIPD, 2023) as well as physical capabilities. Employees facing infertility challenges frequently engage in medical interventions that require significant commitment regarding their mental and physical resources, as well as time. These demands can negatively influence their work performance and productivity when resources and relevant organisational support structures are lacking.
Project Contact:
Dr Adetola Adekunle
Email: adetola.adekunle@hsu.ac.uk
Details
This research study aims to enhance the understanding of organizational perspectives regarding the significance of infertility issues impact on the workforce. The study will analyse how businesses characterize their organizational understanding of employees’ infertility challenges by examining the current policies and practices implemented to support employees facing this often-stigmatized condition (Sullivan, 2023).
There will be a focus on the stigmatization of infertility in the workplace, the flexibility of support available to individuals undergoing medical interventions for infertility, and the roles of leadership management and support, as well as working time and locational flexibility. This will be examined across various genders with lived experiences of infertility represented in the workplace, particularly to challenge the cultural misconceptions that only women experience infertility.
From the study findings a ‘fertility enablement at work’ support framework is expected to be developed to facilitate the adoption and implementation of tailored workplace policies and practices, which is effectively positioned to support employees’ infertility journeys at work.
Qualitative study using primary data collection techniques. Data collection process will be in three-stages ensuring triangulation and validity of study outcomes as below:
- First Stage: Survey
Sample size aimed for is 250 survey participants from two key composition 1) Organizational leaders and HR practitioners responsible for workforce policy and practice development and implementation in organisations and 2) employees with lived experiences of infertility at work.
- Second Stage: Challenge Lab
Practical problem-solving styled sessions where preliminary area of focus/concern themes identified from the first stage survey analysis are shared to create traction in proffering probable communal solutions to these identified themes from interested parties.
- Third Stage: Panel conversational discussion
Results from both initial survey and challenge labs shared as a summary report in a forum structured as a Panel conversational discussion event. This event will be recorded, and then further conversational data analysed to complete the final set of data collection. The panel will also comprise of a purposive selection of panellists from the two key demographic categories indicated in the first stage.
Three key multi-level outputs based on research study outcome as below:
- Level 1: Local Community Output
Community dissemination of study outcome through a seminar/webinar styled event to include members of local businesses and the local Councils.
- Level 2: National
Doctoral thesis submission post-viva and a two-part podcast series disseminated through relevant affiliate platforms i.e. the CIPD.
- Level 3: International
Paper Presentation at relevant conferences and aim to publish two articles based on research findings in suitable journals.
Study is expected to impact a) Local/National/International Organisational adoption of study outcome framework designed which has the potential to influence positive work performance and productivity outcomes at work. b) Study potential to influence government guidance policy on fertility support systems at work.
Funding 
HSU is offering up to three fee waivers for UK home applicants starting in October 2026. All eligible UK home applicants will automatically be considered for fee waiver support, which is awarded competitively based on the excellence of the candidate.
International applicants are unfortunately not eligible for fee waivers.
All applicants are expected to have financial plans in place to cover their studies and should not rely on a fee waiver.
Self-funded students are also welcome to apply for this project. Self-funded students can be UK home students or international students.
Availability
Available to both UK and International students
Potential Supervisors
Dr Adetola Adekunle
Dr Itse Olaoye
Dr Temiloluwa Ajibade
References
CIPD (2023) Workplace support for employees experiencing fertility challenges, investigations or treatment: Exploring the effective provision and help that employers can offer their people. Accessed on February 20 2025 at https://www.cipd.org/uk/knowledge/reports/fertility-challenges/
Sullivan, T. (2023) The 2023 Workplace Infertility Stigma Survey: do UK workplaces offer sufficient support for employees on their fertility journeys? Accessed on January 12 2025 at https://www.fertilityfamily.co.uk/expert-opinions/the-2023-workplace-infertility-stigma-survey/
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