Policy Suggestions

We recognise that workplace policies can sometimes feel cumbersome, but having awareness of these workplace policies and practices is just one step towards to acknowledging and addressing the challenges that women, trans, and non-binary people face in workplaces historically designed by and for men.

Policies like this are one step toward creating a culture where everyone can be healthier, happier, and safer at work -  benefiting the whole organisation.

Take a look through these policy suggestions, and see what you can do to make your business, or workplace, more equitable.

We’ve included the existing UK legal bare-minimum, and our suggestions in purple.

To discuss, please contact wifcoordinator@gmail.com

Health and Wellbeing

    • The Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999 require employers to assess and control risks to staff wellbeing.

    • The fishing industry brings unique challenges;  long hours, isolation at sea, physical demands, and often male-dominated environments. These factors can increase stress, fatigue, and mental health risks, particularly for women who may also face gender-specific challenges. For this reason, UKWIF is committed to going beyond compliance, setting high standards of support and awareness.

    Awareness and training

    • Provide awareness training for managers to understand the signs of stress and poor mental health

    • Encourage open, supportive conversations between managers and staff

    • Share resources and information to improve understanding.

    Conversations and support 

    • Encourage open, respectful dialogue about mental health.

    • Offer confidential channels for raising concerns or seeking help.

    • Provide or signpost to counselling, helplines, or peer support groups.

    Workplace wellbeing

    • Consider mental health in risk assessments, especially regarding fatigue, isolation, and physical demands.

    • Ensure adequate rest breaks and opportunities for recovery.

    • Model healthy working practices, including work-life balance.

    Flexible working

    • Allow flexibility in working hours or remote working where possible to manage symptoms.

    • Make reasonable adjustments for individuals experiencing mental health difficultieas and recovery (e.g. Phased return)

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Family Friendly

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Employment and Working conditions

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