“How to Support Working Women Experiencing Baby Loss in the Workplace” — Twinkle Wave Lecture Report

A lecture on the topic of baby loss, titled “How to Support Working Women Experiencing Baby Loss in the Workplace,” was held on Thursday, October 8, at the Dentsu Inc. Headquarters Building. The event was organized by “Twinkle Wave,” Dentsu Inc.’s internal baby loss awareness project. Planned as part of the Dentsu DEI Month 2026 program, it was conducted in a hybrid format combining in-person and online participation.

The speakers included Ms. Shoko Sugimoto of Dentsu Inc., representative of Twinkle Wave; Ms. Seiko Horiuchi, President of St. Luke’s International University and a special guest representing the Association of Guardian Angels of Luke (*1*); and Ms. Miki Suga, representative of Baby Loss Family Support ‘Angie’ (*2*) and ANGEL’s HEART (*3*). From their respective perspectives, they discussed the challenges that baby loss poses in the workplace and how to provide support to those affected.

*1 Activities that support grief care (support groups, grief counseling) for parents and families who have lost a child through miscarriage, stillbirth, or neonatal death.

*2 A nonprofit voluntary organization working to raise public awareness of the mental and physical challenges faced by families who have lost a baby due to miscarriage, stillbirth, or neonatal death.

*3 A self-help support group aimed at providing emotional support to those who have experienced baby loss.

One in five working women experiences a miscarriage

At the beginning of the lecture, Ms. Sugimoto, representative of Twinkle Wave, clarified the definition of “baby loss.”

“Baby loss refers to the loss of a baby due to miscarriage, stillbirth, or neonatal death,” said Ms. Sugimoto.

According to Ms. Sugimoto, it is said that “one in five working women who have been pregnant has experienced a miscarriage.” She suggested that this is by no means a rare occurrence and that there are likely individuals affected by this in many organizations. However, she continued, there is a deep-rooted issue: miscarriages often occur early in pregnancy—before the woman has even told those around her—making this loss difficult to recognize in the workplace.

Citing data indicating that approximately 10,000 people leave their jobs annually due to miscarriage, resulting in an economic loss of 46.6 billion yen, Ms. Sugimoto stated, “I believe that ‘baby loss’ is not just a personal issue; it is something that needs to be understood by the workplace and society as a whole.”

She also identified three characteristics of “baby loss”: “the overlapping of multiple losses—not only the separation from the baby, but also the failure of one’s vision of becoming a mother or father and the future of the family to materialize”; “the fact that it often occurs before the pregnancy is disclosed to others, making it difficult to find someone with whom to share the grief”; and “even if the loss is not recorded in social systems such as family registers, the baby certainly exists for those affected and remains a part of their lives.”

“I, too, have experienced baby loss,” Mr. Sugimoto emphasized. “I believe that as understanding grows among colleagues and those around us, it will become easier for those affected to reintegrate into society and return, even if only slightly, to their former lives.”

Respect the other person’s silence and listen carefully

Next, Ms. Horiuchi, President of St. Luke’s International University, provided an explanation based on the physical and emotional changes following a baby loss, covering the experiences of those affected, their lives afterward, and ways to show consideration in the workplace.

Ms. Horiuchi began by describing the diversity of experiences surrounding miscarriage and stillbirth.

“Sometimes the baby’s death is discovered during a prenatal checkup, while other times it is anticipated some time in advance. As for the pregnancies themselves, some occur as hoped, while others follow a long course of fertility treatment. Each has its own unique pregnancy story that has led to a miscarriage or stillbirth,” said Ms. Horiuchi.

She explains that the grief response to the loss of a baby manifests in four aspects: “emotions,” “cognition,” “behavior,” and “physical symptoms.”

“While grief reactions vary from person to person, they typically last at least six months to a year, and people experience waves of emotions they cannot control on their own. Because these reactions change gradually over time, it is essential to provide ongoing care,” said Ms. Horiuchi.

Regarding how to speak to those affected in the workplace, she emphasized the importance of listening patiently and respecting their silence, urging, “Please let them know that ‘you don’t have to talk about anything you don’t want to talk about.’”

He also advised that, while expressing condolences for the loss of the baby, one should avoid prying and instead ask, “Is there anything you’re struggling with right now in your daily life or at work?” to explore concrete ways to offer support. He added that it is important to present options rather than give instructions, and to encourage the person to think about “what they want to do.”

Supporting individual wishes and thinking through options together

Next to take the stage was Ms. Suga, co-representative of Baby Loss Family Support “Angie” and representative of ANGEL’s HEART.

First, Ms. Suga cited three barriers that those affected face in the workplace: “being unable to talk about it or find it difficult to seek advice,” “finding it hard to take time off,” and “struggling to be understood.” She highlighted the reality that many people have not fully recovered physically or emotionally, noting, “There is data showing that in cases of miscarriage, more than 70% of people return to work within a few days to a week.”

Furthermore, she stated, “Sometimes, miscarriages and stillbirths are not recognized as ‘the loss of a child,’” explaining that this lack of understanding from those around them leads to feelings of isolation, difficulty working, and ultimately, resignation.

Next, Ms. Suga shared testimonials from ANGEL’s HEART participants as examples of “what actually happens in the workplace.”

“I was told I had a miscarriage early in my pregnancy, before I’d told anyone. It was hard to talk to my workplace about it, so I took a half-day off for personal reasons to have the procedure. The next day, I went to work as if nothing had happened, but I was actually struggling,” “I was told, ‘It’s a problem if you take time off just because you had a miscarriage,’” “My company rejected my request for bereavement leave to cremate my stillborn baby,” and “On my first day back at work, I couldn’t stop crying in the locker room and went home”—these were among the various accounts shared.

On the other hand, among the things cited as sources of comfort were comments such as: “Even though it was a sudden day off, they told me, ‘Put your life first,’ and that really helped me,” and “I was considering quitting my job because of the miscarriage, but one simple phrase—‘Let’s get through this together. I’ll support you, so don’t worry’—made me decide to stay.”

Mr. Suga continued by stating that the root of these workplace issues lies in “the gap between what is visible and what is not.”

“Even if people around her see her as ‘back at work,’ ‘looking well,’ or ‘handling her job,’ she herself may be struggling to maintain a sense of normalcy while deep in grief. Whether someone wants to talk or not, or wants to take time off or not, varies from person to person. I believe the first step workplaces can take is to communicate with the individual from a long-term perspective, adopt an attitude of supporting their specific needs and thinking through things together, and create a workplace environment where they feel safe,” said Mr. Suga.

In closing, Mr. Suga introduced the “Pink & Blue Ribbon,” the international symbol of “Baby Loss Awareness Week—A Week to Remember Deceased Babies and Their Families,” which is held annually from October 9 to 15. “Baby loss isn’t just about sadness. It’s because we cherish our babies that it’s so painful,” he said, adding, “Each person’s understanding contributes to creating a workplace where people can work with peace of mind.”

Imagining the “Invisible Voices” of Those Affected

Following the three presentations, a workshop was held using the “Silent Voice Card,” a card-based tool designed to help participants experience firsthand the “invisible hardships” faced by those affected. Cards were handed out to each participant in the venue, and online participants also shared their experiences via their screens.

One card read: “I had a miscarriage, so could I please take a little time off? It was an early miscarriage.” After participants considered how they would feel if they received this message as a supervisor, they peeled off the sticker to reveal the person’s “invisible voice” written beneath.

The back of the cards features examples of recommended ways to respond, along with blank spaces for participants to write their own words. The phrase Ms. Sugimoto shared as a summary of her entire lecture was, “Let’s think this through together.”

Finally, Mr. Sugimoto concluded his lecture with these words:

“Some people want to be left alone, some want someone to listen, some want to take time off, and some want to keep working. What people need in the workplace varies from person to person—there is no single right answer. We can only see a small part of the individual’s background and inner struggles, and the words we can offer are limited. But simply expressing that ‘I want to be there for you’—that gesture alone will surely provide emotional support to those going through this. I hope today’s lecture serves as a catalyst for small acts of support in the workplace.”

[Event Overview]
Title: DEI Month 2026 Co-hosted Program “How to Support Working Women Experiencing Baby Loss in the Workplace”
Organizer: Twinkle Wave
Date: Thursday, October 8, 1:00 PM – 2:00 PM
Venue: Dentsu Inc. Headquarters Building