In 2024, we are still striving for equality in the workplace for women, especially when discussing how to support women’s health in the workplace.
This blog will discuss 5 ways to effectively support women’s health in the workplace, directly impacting companies, employers and their employees.
A recent study by the World Health Organisation and McKinsey discovered that despite women living longer, they spend 25% more time in poorer health.
It is estimated that a company with 1000 employees earning an average of €30,000 could lose up to 1.5 million euros in absenteeism.
Investing in better ways to effectively support women’s health in the workplace will have a positive financial impact on most companies.
Let’s take a closer look at the 5 ways employers can effectively support women’s health in the workplace.
1. Creating Awareness About Women’s Health in the Workplace
The primary challenge when promoting the benefits of supporting women’s health in the workplace is overcoming the misconception that employers are being discriminatory if they focus on women’s health.
Employers need to remember that women suffer from unique health difficulties such as period pain and irregularities, perimenopause and menopause, endometriosis, and PCOS, as well as those undergoing treatment related to fertility such as IVF.
Most employers have a one-size-fits-all sickness policy that does not favour women in the workplace and does not take into account the effects of these health concerns.
Companies like female-founded Ninti are working hard with employers to raise awareness about women’s physical and mental health.
Once they have raised awareness within a company they can move on by providing masterclasses and workshops to female employees.
Continue reading to find out more about Ninti.
2. The Importance of Women’s Health in the Workplace
Historically women’s health concerns have been dismissed, misdiagnosed, and marginalised. If addressed at all, it has been done in a somewhat superficial way, often by companies selling their female products.
Thankfully times are changing and women are speaking up about women’s healthcare and how these concerns affect their daily lives.
However, there is still a long way to go in addressing equal rights for women in the workplace, especially related to sexual and reproductive health.
Many women feel they cannot discuss their symptoms with their employers since health concerns such as menstruation and menopause are still relatively taboo subjects.
A survey conducted by Bloody Good Period discovered that a third of those surveyed thought discussions around menstruation were not professional and 27% of respondents felt they were not supported by their employers.
Two-thirds felt that employers should do more to normalise conversations around menstruation and women’s health in general in the workplace.
Many women going through menopause often feel isolated and embarrassed by their symptoms and feel that their employers have a lack of understanding surrounding the issue of menopause.
Women spend their entire working careers addressing these issues alone, often suffering in silence due to fears of being labelled unreliable or worrying that they may miss out on promotions.
Since women make up nearly half of the workforce, employers must recognise the specific health factors relating to women, and how addressing those concerns will ultimately result in reduced absenteeism, a greater sense of satisfaction and improved productivity.
3. Utilise Tools Available to Support Women’s Health in the Workplace
One of the most effective ways to support women’s health in the workplace is to actively listen to women and their specific health concerns.
It’s fairly common for employers to use surveys and focus groups to gather feedback, however, others will go one step further and call upon outside help.
One such company that offers informative workshops and masterclasses for female employees is Ninti.
Ninti was founded by Fatoumata Ly and Olga Kokshagina whose mission is to create a world of equality.
Fatoumata spoke with Claire Murigande about Ninti on her Narratives of Purpose podcast.
They discussed how Ninti has helped employers understand women’s needs and created a better awareness of women’s health in the workplace.
If you’d like to listen to the podcast episode please click here.
Fatoumata said that most employers, no matter the size of the company, were shocked when 200 people signed up for a masterclass on fertility.
This demonstrates the real need for people like Fatoumata and Olga and their company Ninti to raise awareness of women’s health in the workplace and that it is not discriminatory to prioritise women’s health.
If you’d like to learn more about Ninti you can visit the website here.
4. Policy Changes to Support Women’s Health in the Workplace
During the podcast conversation, Fatoumata said she was hopeful for the future.
Women who come together to speak about issues that affect them are change-makers, and women like Fatoumata and Olga make an impact on women’s health in the workplace with the services they provide.
As long as women continue to speak up about the issues that affect them, the more people will listen.
Thankfully, we are even seeing policy changes in the law in various countries regarding women’s health.
For example, in the UK there are new guidelines from the Equality and Human Rights Commission (EHRC) regarding menopause, pregnant women and new parents will receive greater protection from being made redundant under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and pregnancy and maternity are protected characteristics under the Equality Act 2010.
Gender equality in the workplace still has a long way to go, but providing platforms such as the AI For Life Summit in Geneva (find out more here) where women come together to discuss the issues that affect them and their solutions, is a step in the right direction.
5. Women Need a Voice in the Workplace
Another hugely effective way to support women’s health in the workplace is to give them a voice, individually or collectively.
Often, women feel isolated and unable to discuss their personal health journeys due to ongoing taboos surrounding women’s reproductive health.
When companies like Ninti enter the workplace to bring women together to discuss these subjects, there is often a collective sigh of relief when women finally feel that they are not alone.
Women need to feel that they are part of a safe community where they can raise their concerns without fear of backlash, and there is always strength in numbers.
Sadly, many employers are inadvertently discriminating against women because discussions around health care benefits, policies, and service delivery do not take gender into account.
Women of all ages must be consulted at every stage of a company’s implementation of healthcare policies and benefits, which means having women in leading roles who can influence these changes.
The Future of Women’s Health in the Workplace
A gender health gap still exists in the workplace.
Women’s health concerns, ranging from periods to menopause, to miscarriages and fertility treatments are still classed as niche and taboo subjects.
In a time when women make up nearly half of the workforce, it is not acceptable that women are at a disadvantage in terms of company sickness policies or simply from a lack of understanding.
Raising awareness and understanding the importance of women’s health in the workplace is key to improving working life for women.
Utilising specialist tools like Ninti’s masterclasses and workshops brings women together so they no longer need to suffer in silence.
Collectively, women need to keep raising their voices to push for policy changes at government and company levels.
Thankfully, change-making women are coming together to share their visions of the future at summits like the one in Geneva where Claire spoke to fellow panellists about how they are making an impact in the world.
If you’d like to listen to their stories then head over to the Narratives of Purpose special series: Advancing Women’s Health.