The Workplace Struggle No One Talks About – And What Needs to Change
Some challenges at work are obvious. Others, less so. The ones no one mentions. The ones that shape decisions, limit opportunities and force people to work around them rather than through them. Incontinence is one of them.
It's not a niche issue. Not rare. Just unspoken.
For millions of women, it’s part of daily life. Pregnancy. Childbirth. Menopause. All come with physical shifts that don’t go away just because the working day starts. But in the office, in meetings, on calls, in the spaces where careers are built, it’s ignored. Not out of malice, but because it’s never been part of the conversation.
This means, that for those managing it, work is not just work. It’s an obstacle course.
What That Looks Like
Every meeting is calculated. How long, how far, how much control is needed to make it through without issue?
Every event is weighed up. Networking, travel, anything that means being away from facilities for too long. The risk isn’t theoretical. It’s real. So decisions get made. Some step back. Some opt out. Not because they want to, but because workplaces were not designed with them in mind.
And yet, it affects one in three women. Nearly half of working-age women will experience it.
Not a rare exception. Not a small percentage.
So why isn’t it part of workplace policies?
Why This Hits Women Harder
The reality is simple. Women are expected to be polished, presentable, and always in control. There’s no room for a problem like this in the current workplace mould.
Pregnancy leaves lasting changes, but once maternity leave ends, the expectation is that everything is back to normal. Menopause makes bladder control unpredictable, but few policies even acknowledge it.
Unlike other health challenges, this one carries the weight of embarrassment. The assumption that it’s a private issue, is to be handled quietly. But private doesn’t mean small.
And if it isn’t acknowledged, it isn’t supported.
How Workplaces Need to Catch Up
The fix isn’t complicated. It starts with understanding that this isn’t just a personal issue, it’s a workplace issue.
Policies need to reflect reality. Flexibility should be built in, not requested as a favour. Remote work, adaptable schedules, and the ability to step away without it being scrutinised. It’s not about special treatment. It’s about removing unnecessary obstacles.
Facilities should be accessible, properly maintained, and discreetly stocked with essentials. It’s a small change that makes a difference.
HR needs to step up. Training. Awareness. Making sure employees know support is available.
Making sure managers understand what this means for performance, progression, and engagement.
Health benefits need to be useful. Pelvic floor therapy, specialist care, and coverage for incontinence products. If a workplace offers healthcare, it should cover issues that affect its employees.
The Quiet Career Killer
Many step back without saying why. They avoid promotions. Decline travel. Choose career paths with fewer high-pressure situations. Not because they aren’t capable. Because they don’t see a way to manage both.
That’s the gap. That’s the problem.
Not talent. Not ambition. Just the lack of consideration for something that affects so many. This Isn’t Just a Women’s Issue. It’s a Workplace Issue.
International Women’s Day will bring conversations about leadership, pay, and opportunities. But none of that matters if the workplace itself is still built for one type of body, one type of experience.
True inclusion isn’t just about who gets hired or promoted. It’s about who can thrive in that environment without unnecessary barriers.
Incontinence isn’t a reason to step back. It’s a reason workplaces need to step up.
Bladder and bowel incontinence may be caused by conditions which can be treated medically. Please consult your physician for medical advice and guidance.
