The onus is on managers to be proactive and break the silence and stigma around women’s health issues in the workplace, says Tracey Paxton, chief clinical officer at the Employee Resilience Company.
In the UK, a staggering 150 million working days are lost annually due to the absence of adequate workplace support for women’s health issues. This not only reflects the personal struggles of female employees but also highlights a need to accommodate their unique needs within professional environments. Among the myriad of challenges faced by women in the workforce, issues surrounding menstruation, pregnancy, and menopause often remain taboo subjects, leading to discomfort, isolation, and ultimately, decreased productivity.
There is a pressing need for managers to take proactive steps in fostering open dialogue and implementing support to address these concerns effectively.
Dismantle taboos
One of the primary barriers to addressing women’s health issues at work is the pervasive culture of silence and stigma surrounding topics such as menstruation, pregnancy and menopause. Many women feel uncomfortable discussing these matters with their managers or colleagues, fearing judgment or discrimination. Consequently, they may suffer in silence, struggling to cope with symptoms that impact their physical and mental wellbeing.
To combat this stigma, managers must cultivate a culture of openness and inclusivity within their organisations. Encouraging conversations about women’s health and normalising discussions surrounding female health topics can help dismantle societal taboos and create a supportive environment where female employees feel comfortable seeking assistance when needed.
Beyond fostering open dialogue, managers have a crucial role to play in implementing policies that cater to the specific needs of female employees. This includes providing flexible working arrangements to accommodate fluctuations in health and energy levels during menstruation or menopausal symptoms.
Instead of labelling women’s health issues as possible disabilities, it is crucial to adopt a more inclusive and rights-based approach that recognises the full spectrum of women’s experiences and needs. This involves promoting awareness, education, and advocacy around women’s health issues, as well as implementing policies and practices that support gender equity, reproductive justice and bodily autonomy. By challenging stigma, fostering empowerment and prioritising women’s health and wellbeing, we can create a more equitable and inclusive society for all.
Foster empathy
Furthermore, managers should educate themselves and their teams about women’s health issues to foster empathy and understanding. By providing training on the impact of menstruation, pregnancy and menopause on work performance and wellbeing, organisations can empower employees to recognise and respond to the needs of their female colleagues effectively.
Building support networks and affinity groups for women can also play a pivotal role in promoting solidarity and mutual aid in navigating health-related challenges. These networks provide a safe space for women to share experiences, seek advice and access resources related to their health and wellbeing. By facilitating peer-to-peer support, managers can empower female employees to advocate for their needs collectively and drive positive change within the organisation.
According to the Mental Health Foundation, one in five women have a common mental health problem such as depression and anxiety. There are many reasons why these might develop, so employers should consider investing in a best-in-class employee assistance programme (EAP) provider to help support women’s mental health. Jade Hickman, propositions manager at health and wellbeing provider BHSF, says that when it comes to women’s mental health and wellbeing “a one size fits all solution simply doesn’t work”.
The UK’s loss of 150 million working days annually due to lack of workplace support for women’s health issues is not merely a statistic but a wake-up call for organisations to prioritise gender equity and inclusivity. By breaking the silence surrounding female health topics, implementing supportive policies, and fostering community and solidarity among female employees, managers can create an environment where women feel valued, respected and empowered to thrive in their careers. It is imperative that we bridge the gap in workplace support for women’s health to ensure a more equitable and inclusive future for all.
