Small businesses in the UK are increasingly recognising the importance of supporting women’s health within their workplaces. This initiative not only aligns with principles of social responsibility but also yields numerous tangible benefits.
By embracing and implementing strategies to support women’s health, businesses can enhance productivity, reduce absenteeism, improve employee satisfaction and engagement, attract and retain talent, foster a diverse and inclusive environment, enhance their brand image, and demonstrate commitment to social responsibility.
Despite these potential advantages, the reality often falls short of the ideal. Many women continue to face significant health challenges in the workplace. Studies indicate that 68% of women have encountered health issues during their careers, with nearly 30% feeling unsupported by their employers. This lack of support is even more pronounced regarding women-specific health matters such as periods, fertility, endometriosis and menopause, with 36% of women feeling unsupported in these areas. The consequences are profound, with over half of women taking time off work, a quarter missing out on promotions, and one in five experiencing lower pay as a result. Financial repercussions are widespread, leading many women to exit the workforce altogether. This not only impacts individual economic status but also contributes to broader economic implications.
The UK Government’s Women’s Health Strategy for England, launched in 2022, aims to address these challenges comprehensively over a 10-year period. Central to this strategy is improving health outcomes for women and girls, particularly in the workplace. It emphasises the importance of normalising discussions around taboo topics like periods and menopause, ensuring that women can remain productive and supported at work. Financial support has been allocated to bodies such as The Women’s Organisation, to enable them to play a pivotal role in advocating for and implementing initiatives that support women’s workplace wellness.
The Women’s Organisation, renowned as the UK’s largest provider of women-focused training, leads efforts to empower small businesses in fostering supportive workplace cultures. Its Women’s Workplace Wellness programme offers tailored bundles that encompass tools, guides, support and information crucial for addressing women’s health needs. Developed in collaboration with experts from medical, academic, legal and business fields, these resources provide employers with evidence-based strategies to support women through various stages of reproductive health.
Practical steps that employers can take include offering flexible work arrangements to accommodate health needs related to menstruation, pregnancy, postnatal recovery and menopause. Wellness programmes focusing on physical, mental and emotional health can include fitness classes, mental health days, stress management workshops and access to nutritionists. Establishing supportive policies for menstrual health, maternity and paternity leave, menopause support and other gender-specific health issues is also essential. Training sessions for managers and employees on understanding and supporting women’s health needs further contribute to creating a supportive workplace environment.
Communication gaps often hinder progress in this area, with many small business owners and female employees alike feeling uncomfortable discussing reproductive health issues. Initiatives such as The Women’s Organisation’s Women’s Workplace Wellness Advocacy Development Programme aim to bridge this gap by training advocates within small businesses. These advocates serve as points of contact for colleagues, facilitating open discussions and helping to implement necessary adjustments to support women’s health needs effectively.
Anne-Marie Swift, lead of the Women’s Workplace Wellness Project, said that supporting women’s health in the workplace is not merely a moral imperative but a strategic business decision.
“Businesses can reap broad benefits when prioritising women’s health and wellbeing – enhanced productivity, reduced absenteeism, improved retention rates, and higher employee satisfaction are among the tangible advantages,”
said Anne-Marie.
Professor Maggie O’Carroll, CEO of The Women’s Organisation added:
“Understanding and accommodating women’s specific healthcare needs can actively drive positive change within small businesses. By breaking down taboos and promoting better outcomes for women, businesses not only contribute to gender equality but also improve overall business performance”.
Supporting women’s health in the workplace is a win-win scenario. It benefits employees by improving their health and wellbeing, enhances business performance through increased productivity and reduced costs, and contributes to a more inclusive and supportive workplace culture.
Small businesses play a crucial role in driving this change, supported by initiatives and resources that empower them to create environments where women thrive. By embracing these principles, businesses can harness the power of women’s health to propel their success in a competitive market while championing equality and social responsibility.
For more information and to access resources, visit The Women’s Organisation’s Women’s Workplace Wellness Programme.
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