Nowadays diversity and inclusion are critical topics in society and workplaces around the world. Employers speak about different inclusion issues but still there are some that are ignored.
Childlessness is one of them, it’s unrecognized at the workplace which creates unhealthy attitudes, unfriendly atmosphere and even discrimination.
This is mostly because of lack of understanding of childlessness from society, leaders and co-workers.
20 %
According to the Organization for Economic Co-operation and Development (OECD, 2024), childlessness rates have increased, especially among younger women. 20-28% of women born in 1975 and later do not have children. Depending on the country, on average every fourth or fifth woman reaches the age of 45 without children.
10%
10%
80%
World statistics reveal the main reasons for childlessness: only 10% are childfree, 10% are infertile and 80% are childless by circumstance. There is no statistics about men but some data shows that it's two from five men.
Jody Day (2020) listed at least 50 reasons why women and men may not have their own biological children, even though they have desired to become parents.
1 in 6 people experience infertility. (World Health Organization, 2023)
Research shows that childlessness is one of the most ignored and deeply personal topics that is not recognized and is hidden in society which creates unhealthy attitudes, stigmas’ and discrimination.
I'm Vita,
diversity expert on childlessness issue.
I promote inclusion and equality for childless people.
I am here to
support, cooperate and educate.
I know what it feels like to be lonely, isolated, excluded and unworthy as a woman, and unfit in the bubble of family and friends, the workplace, and society as a whole because I don't have children.
I know what it's like to experience pressure from others, endless questions, encounter biases, and even face discrimination due to not having the status of being a mother.
My approach
I support
childless not by choice women to promote their inclusion in society, improve emotional well-being and reduce discrimination due to motherhood status
I cooperate
with employers who are interested in expanding the awareness of diversity and childlessness in order to promote the inclusion and respectful attitude of all employees
I educate
society in order to promote understanding of diversity and childlessness issues
My values
EMPathy
SUPPORT
is openness to diversity, different life experiences, decisions and choices, as well as the ability to listen without judgment, prejudices and stigmas. It is one of the signs of emotional intelligence that allows understanding of others' feelings and experiences
creates a sense of security and peace. Support means being there, helping to endure hardships and encouraging change. In workplace with a supportive attitude and methods openness, inclusion and reputation are promoted
EDUCATION
INCLUSION
promotes understanding within society, employers and colleagues about childlessness as one form of diversity. It teaches to recognize biases and overcome them, thus fostering an empathetic society and inclusive social and work environment
provides equal opportunities and conditions for everyone, regardless of their family status or other characteristics. An inclusive attitude is free from discrimination and stigmatization, respecting individuals' choices and decisions, which also positively impacts the well-being and productivity of employees in the workplace
Childlessness
in the simplified sense is the absence of children.
Research shows that childless women and men have concealed and continue to conceal the status and reasons for childlessness in order to avoid biases and protect themselves from discrimination. Stigma, especially against women, is still very strong, due to the close link between the role of mother and society's expectations of women.
My research shows that childlessness may have a significant long-lasting impact on both women and men, as being childless
has become a part of their identity. Childlessness, if not by choice, potentially causes severe psychological symptoms, such as anxiety, depression, guilt, grief, anger, loneliness, disappointment, insecurity, fear, exhaustion, pressure, stress and frustration.
What about statistics?
According to the Organisation for Economic Co-operation and Development (OECD, 2018), rates of childless people at age 40-44 or around are increasing. In many cases the size of changes is not directly comparable across countries because of differences in the years of reference and in some cases also definitions.
In Finland, for example, the proportion of 40-44 women that are childless increased by over 5% between 1990 and 2010, while in the United Kingdom rates of childlessness for women aged 45 increased by 6% between 1995 and 2010.
In the past half-century, the number of childless families has increased in Latvia, while the number of families with at least three children has decreased. Approximately one-tenth of women and men born between 1940 and 1949 did not have children, while for the generation born between 1980 and 1989, one-fifth of women and two-fifths of men do not have children. (Latvijas ģimenes paaudzēs, 2019)
Only four OECD countries (Chile, Luxembourg, Slovenia and Turkey) with available data see the rate of childlessness fall between their two time points, with the decrease in Luxembourg (from 19% in 1991 to 15% in 2001) particularly large.
Childless workers experience discrimination because they are expected to work additional hours or be more flexible with their hours to accommodate their coworkers with rigid schedules because of familial responsibilities. (Dagar Maglalang a.o., 2021)
Childfree or childless?
Childlessness as a concept is the base that allows a deep understanding of the background forces which explain behaviours, mind-sets, practices and challenges of today and can also lead to solutions to eons-long phenomena. (Gouni a.o., 2022) The terminology of childlessness highlights the main concepts of different emotional background of childless people and their life choices or circumstances.
Childless
Childlessness can be considered involuntary or not by choice, or by circumstance when a person who would or would have liked to have biological child is unable to have children for medical reasons or any other circumstances.
Characteristics of these persons: sadness, regret, loneliness, grief, loss, suffering, frustration, depression, isolation, lack of selfesteem, worthlessness, shame, guilt.
Childfree
Childlessness can be considered voluntary or by choice when a person being deliberately (freely) chooses not to have children.
Characteristics of these persons: the desire for freedom and independence, the child as an obstacle to personal or career development, the child as a competing aspect of life goals and decision-making, as well as the lack of vocation to become parents.
Undecided
Childlessness can be considered temporarily or as undecided when a person is unsure or undecided about whether to have children.
Characteristics of these persons: transitional situation characterized by a temporary postponement of childbearing for various reasons.
Those who do not have children due to some circumstances often face loss and grief, loss of self-worth, depression, anxiety and emotional trauma. (Quilliam, 2016)
For the most part, this is not visible to colleagues or the society, but this does not mean that the issue of childlessness is not present and relevant.
My research confirms that childless people have hidden and still hide their childlessness status and reasons to avoid stigma and protect themselves from discrimination.
What to know?
Childlessness may impact one’s relationship with the broader social network, such as friends and colleagues. Constant questions and suggestions from the social environment present one of the most uncomfortable situations for childless people.
Involuntarily childless people may end up isolating themselves, for instance, because they feel alone with their experience. Voluntarily childless people, in
turn, may feel they need to live in a closet with their choice due to the critique that they receive from their social network, also at work. (Gouni a.o., 2022)
The absence of parental status is a significant obstacle to social and self-identity.
One in 20 non-pregnant women of childbearing age experience major depression and prevalence rates of anxiety range between 14% and 29%. (Kuipers a.o., 2021) And, compared to childless women in similar circumstances, childless men experience higher levels of loneliness and depression. (Hadley, 2019)
The majority of childless people do not feel capable of openly discussing their losses with colleagues or management due to shame, taboos, and fear of judgment and biases.
To promote an inclusive work environment, it's important to respect people's choices, decisions and life experiences
which also impact the well-being and productivity
of employees in the workplace.
What to do?
If you review your company's inclusion policy or employee loyalty program, you will notice that it is likely to include issues related to age, gender, religion, disability, sexual orientation and care for employees with children.
Have you thought about employees who don't have children? Mostly they fall out of sight of the company and do not receive any benefits.
Childlessness is one of diversity aspects that is hidden, not visible and includes a wide, deep spectrum of emotions.
It is crucial for leaders at all levels of the company:
- educate employees,
- support employees in various life situations,
- integrate these issues into diversity and inclusion guidelines, internal policies and corporate culture documents,
- include them in training or loyalty programs.
I will help You and Your company enhance understanding of diversity and childlessness, thereby improving the internal climate, promoting employee well-being and productivity, and strengthening the company's reputation and competitiveness in attracting talented people.
Services*
TOP choice
Educational, inspirational or thematic lecture
A lecture for Your audience on topics related to diversity, inclusion and childlessness.
Thematic directions:
- Diversity, inclusion and childlessness.
- Terminology and diverse emotional background related to childlessness.
- Societal stereotypes and biases about childless people.
- Inequality in the workplace or in client communication.
- Promotion of inclusive communication and work environment.
- Personality transformation through personal experiences,
- Community building, and more.
In consultation (1.5-2 hours), we will create the understanding of diversity, diversity management, childlessness and its concepts with different emotional backgrounds, the typical experiences and challenges of childless employees when facing societal stereotypes and biases, as well as the most common situations of inequality in the workplace.
After the consultation, you will have:
- understanding of diversity in general and childlessness specifics,
- knowledge to improve the internal climate of the company,
- in-depth understanding of the needs of childless employees,
- guidelines for incorporating aspects of childlessness into internal documents and programs.
Consultation on diversity and childlessness issue
I will participate in brainstorming of Your company's diversity and inclusion team or HR team to provide an objective outsider's perspective, with special attention to childlessness aspects.
Audit of inclusion policies or loyalty programs
Participation in team brainstorming
I will conduct an internal document audit (e.g., diversity and inclusion guidelines, internal policies, corporate culture documents) and an audit of employee loyalty programs on behalf of Your company. This will provide an in-depth assessment of the current and potential practices related to the inclusion of childlessness aspects within Your company.
After the audit, you will receive:
- an objective overview of the current inclusion and support situation in the context of childlessness,
- comments and conclusions based on the analyzed information,
- recommendations for improving internal documents and programs to enhance the inclusion and support of childless employees.
IN DEVELOPMENT
IN DEVELOPMENT
Online training program for managers of all levels
Guidlines and tools for childlessness inclusion in the workplace
Information will be updated
Information will be updated
*10% of the service price is allocated to pro bono activities providing support to women experiencing involuntary childlessness and to educate Latvian society on issues related to childlessness awareness.
Also I offer
I will join the discussion panel or give a speech to share my experiences, insights and discoveries related to diversity and inclusion in the context of childlessness, explanations of childlessness terminology, reflections on promoting inclusive workplace, as well as most popular stereotypes and biases surrounding childlessness and childless people.
TOP choice
Participation in conference, discussion or festival
About me
In 2012, my life turned upside down, experiencing a tremendous personal tragedy and confusion about the future. It marked the beginning of the most transformative journey of my personality and life,
leading me to a place where I learned to embrace a life without children and discover happiness where I hadn't seen it before.
By seeking support groups outside of Latvia (as there were none here), later starting a psychotherapy, and by deep connection with a loving husband, I experienced a personal transformation, raised my resilience and found joy in life again.
After 20+ years of continuous work experience and career development in communication and PR, higher education (from lecturer to CEO) and as professional musician, in 2021 I took a career break and after that changed my professional direction.
In June 2021, I created an Instagram profile @dzivebezberniem (life without children) to share my story, provide support, inspire other women by creating a safe space with the feeling of "You are not alone!", also highlighting societal taboos and raise awareness of these issues in public and media.
In August 2021, after a four-year break, I resumed my doctoral studies and changed the topic of dissertation, becoming the first in Latvia focusing on the subject of diversity management and inclusive workplace in the context of childlessness. Now I'm Ph.D. candidate.
In December 2021, I created a Facebook support group as a safe and supportive space for women who are childless due to infertility or other circumstances, i.e., specifically addressing involuntary childless women.
In March 2023, the terminology on childlessness developed by me was approved by the Terminology Commission of the Latvian Academy of Sciences (LZA) and published on likumi.lv. The scientific research and terminology development I started on September 2021.
In July 2023, a chapter about childlessness developed by me was published in the Latvian National Encyclopedia.
At the end of 2023, I created and led the first support group for involuntary childless women.
From March 2024, I am creating the column Life without children in popular women magazine UNA.
In March 2024, the aspect of childlessness was included in the platform for employers dazadiba.lv, created by the Social Integration Foundation of Latvia.
Based on my personal experience in the context of childlessness, academic research conducted during my dissertation, and a deep interest in diversity and inclusion, from January 2022, I am here to support, inspire, educate and cooperate.
Education and training
- Pre-incubation program (Investment and Development Agency of Latvia)
- Diversity management training Skatu punkti (The Society Integration Foundation, InCSR, Spring Valley)
- Coaching as modern management style (The State Education Development Agency, MC Alfa - Education centre)
- Ph.D. candidate in Economics and Business (Turiba University)
- Professional Bachelor's and Master’s Degree in Public Relations (Mg.sc.soc.) (Turiba University)
- Professional Bachelor's and Master’s Degree in Music (Saxophone) (Jāzeps Vītols Latvian Academy of Music)
- Erasmus+ studies, Saxophone player (Hogeschool voor de Kunsten Utrecht, Netherlands)
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Professional experience
- 3+ years expert on diversity, childlessness and inclusion issues
- 5+ years director (CEO) of Higher Education Institution (also during Covid-19 period)
- 15+ years in communication and public relations
- 10+ years of pedagogical, methodical and administrative work in higher education
- 10+ years in project and event management
- 14+ years of pedagogical and administrative work in music school
- 5+ years professional musician - saxophone player in solo projects, ensembles and orchestras in Latvia and abroad
- 10+ years in international projects and exchange programs (Greece, Turkey, China, Kazakhstan, Cyprus, Lithuania, Estonia, Belgium, France, Finland a.o.)
Diversity is a fact. Equity is a choice.
Inclusion is an action. Belonging is an outcome.
Resources
Inspirational and supportive platform for women without children and an educational resource for those who have children. Through my platform, I address taboo topics within society and reveal the truth about the deepest struggles and stereotypes that childless individuals face.
A space where I have gathered useful information on psychological support and self-care options for childless individuals. Also a list of thematic podcasts and included references to my articles, media interviews, and podcast conversations.
World Childless Week is the largest global event that focuses on childlessness and various related aspects over the course of a week. It takes place online every September and is accessible to everyone free of charge.
In 2022, I was honored with the title "People's Champion" based on the nominations and feedback submitted by my followers, supporters, and like-minded individuals. I also participated in a webinar discussing the importance of addressing the topic of childlessness in the workplace.
Lighthouse Women (before - Gateway Women)
The first and largest international support community and platform for women worldwide who experience involuntary childlessness.
Following my request, the Terminology Commission of the Latvian Academy of Sciences (LZA) discussed and approved the Latvian equivalents of English terminology related to childlessness, along with standardized definitions for their use in specialized literature and official communication.
In the National encyclopedia enciklopedija.lv, an in-depth article developed by me about childlessness as a concept in it's broadest sense has been published.
Reviews
Vita is warm and diligent in working with individuals or groups of people. Vita was her proactive and positive attitude towards any issue! She always has enough of patience and curiosity, great communication skills and openness to new opportunities!
Anna Elizabete Kasparsone,
Fashion artist & design lecturer
Vita is responsive, attentive to detail, and relentlessly seeks solutions. She is very helpful, result-oriented, and reliable in her opinions, as she weighs the pros and cons. Her work abilities and optimism are admirable.
Ilze Krūmiņa,
Marketing and communication professional
Vita is a passionate and result oriented team leader - always motivated to achieve the best results. Open minded and with great diplomatic skills.
Oskars Fīrmanis,
Tele2 Latvia
Vita is a great manager, leader, and person. She is passionate, and goal-driven but at the same time careful and caring. She finishes all her projects till the end and will not give up. Vita is intelligent and versatile.
Ēriks Volosovskis,
SEB Life and Pension Baltic SE
Vita is powerful communicator and empathic team leader
Olga Kazaka,
A.W.Olsen & Partners
Support group
Facebook support group and community for childless not by choice or by circumstance women in Latvia.
JOIN THE SUPPORT GROUP "DZĪVE BEZ BĒRNI" (only in latvian)
An inclusive workplace and organizational culture involve organizations providing equal social opportunities for all employees, regardless of their family or relationship status.
Contact
Follow me on social networks:
Created by
Vita Stiģe-Škuškovnika © 2023