OpinionMar 8 2022

Companies can do more to support women in the workplace

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Companies can do more to support women in the workplace
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But as women are in the workplace from teenagers through to at least their 60s, businesses should look to offer health and wellbeing support to women across the entire lifecycle, from early adulthood to menopause, and beyond.

It is not always an easy topic to raise and discuss in the workplace though – some women find it difficult to discuss with even their closest friends – but it is so important; it impacts a significant share of the workforce and we need to encourage open lines of communication on the matter.

Support for women

There are many different avenues of support available for women in the workplace, from specialist support and guidance through to screening to identify physical health issues.

It is also now possible to train members of staff to provide support for their colleagues. Companies can train employees as female health champions, employee liaison officers, and mental health first aiders.

Once trained, such employees can be armed with information on the best ways to obtain help, they can signpost assistance and be someone to talk to and discuss concerns with.

Support can be providing access to good quality, reliable, trustworthy information on a topic or health concern. However, there are new products and services available now that can also help the individual to take action and access specific help or support when needed.

Physical health

There are various phases of life in which women in the workplace may require guidance.

Young women may benefit from specific advice on nutrition and exercise. They need to know about menstruation and what is ‘normal’. They will also be experiencing their first smear test and need to understand why this is so important to their wellbeing. 

There are almost certainly women of child-bearing age in the majority of companies, and they may require help on a number of levels. This starts with fertility and advice on getting pregnant. So many women have to go through tests and procedures around this time, investigating potential infertility. This has a massive impact on their wellbeing, both mentally and physically. They may require time off at short notice due to the timing of scans being required around their cycle. It then moves to pregnancy and birth – with maternity often focusing on the financial support a business can give in conjunction to time off work. Then those early days of parenthood and beyond. Returning to work after leave can be a real challenge and is often not considered. How flexible can you be as an employer?

Menopause and perimenopause have recently become a much more talked-about subject, and specific guidance can help women to cope with any symptoms that might impact their work. It could also help them to recognise that their symptoms may be associated with menopause and mean a quicker diagnosis. It is surprising how many GPs are not trained on the menopause and may fail to recognise the signs. Getting the right support as quickly as possible can stop things escalating. I have known women who think they have early-onset dementia because of the brain fog that can be a symptom of perimenopause.

Cancer, osteoporosis, and cardiovascular disease are common concerns for older women, which also all require support.

Mental health

Many of the physical changes affecting women in the workplace can also have a big impact on their mental health. Fertility issues, pregnancy, birth, and parenthood all present specific challenges for women. Menopause can impact on mental health as well as physical. For this reason, health and wellbeing for women needs to incorporate the mind as well as the body.

There are many options available for support, guidance, and counselling, from apps and online hubs, to signposting services and one-to-one dialogue with a specialist. These may be available as standalone provision or as added-value items within other employee benefits.

Female-specific health and wellbeing support is becoming more and more accessible. Employers need to keep up with the advances and communication must keep pace too. It is important that they do not make assumptions about what support the women in their workplace require. Instead, they should ask the question – this could be done via surveys or focus groups – and respond to the specific needs being highlighted. 

Not just a female concern

This issue is not just imperative to the women of your organisation; it is important to all employees and the business itself. Everyone will be better educated personally to support any women in their lives, whether that is in or out of work. 

Wellbeing is the opposite side of the coin to diversity and inclusion, they go hand in hand in many ways. There are numerous studies showing how companies with a diverse senior management team are more successful, so ensuring that the women in your organisation feel supported is important for your bottom line too.

It is also vital that company culture supports women being open about any issues they may face. Two-way communication is key, so that women feel able to express their concerns and needs. This means that the company is aware of specific challenges and can inform their staff of what is available in terms of support.

Debra Clark is head of specialist consulting at Towergate Health & Protection