Simplifying the conversation around Women’s Health at work

Women’s health in the workplace is gaining significant attention in 2024, driven by socio-cultural, organisational, and individual factors that highlight the need for supportive environments. 35% of women feel comfortable talking about health issues in their workplace. (The Department for Health and Social Care (DHSC) Women’s Health Strategy for England, 2022) As women make up nearly half of the workforce, their unique health challenges—including menstrual health, menopause, and mental health—are increasingly recognised as critical to workplace wellbeing.

The gender pay gap and employment opportunities remain persistent issues, compounded by societal expectations and cultural norms that often place additional burdens on women. Many face gender discrimination, role overload, and inadequate support systems, which can hinder their career advancement and work-life balance. These challenges are reflected in mental health statistics, with many working women reporting higher levels of anxiety, depression, and burnout compared to their male counterparts. According to The Office of National Statistics (ONS) long-term sickness has risen more for women than for men (209,000 vs 148,000). (2023)

Specific health conditions such as Pre-Menstrual Dysphoric Disorder (PMDD), endometriosis, and polycystic ovary syndrome (PCOS) further complicate the landscape. The impact of menopause is particularly profound, as it affects a significant portion of the female workforce and can lead to increased absenteeism and decreased productivity. 22% of women with a health condition or disability stop work earlier than they had planned. (DHSC, 2022)

To address these issues, effective interventions and support systems are essential. Gender-sensitive approaches to health promotion, including comprehensive employee benefits that cover mental health support, fertility treatments, and menstrual health, are crucial. Employers are encouraged to foster a culture of inclusivity that actively listens to female employees and tailors support to their needs, such as flexible working arrangements and health screenings.

Moreover, recent legislation, including the Protection from Redundancy (Pregnancy and Family Leave) Act, mandates that businesses prioritise women’s health in their policies, creating a more supportive workplace environment. By implementing these strategies, organisations can not only improve the health outcomes of their female employees but also enhance overall productivity and morale, ultimately benefiting the workplace as a whole.