Women's Health and Workplace Equity

Women face unique health challenges at different stages of their lives, much of it hidden. Forward-thinking employers can create a more inclusive and supportive work environment by implementing policies and education that address these needs.

We look at how employers can adopt a life-cycle approach to women’s health that benefits both women and business.

Significant hormonal changes mark each stage of women’s health, often punctuated with female-specific health events. Employers can help mitigate some of the negative impacts by offering proactive support for women’s health.

Some of the common issues experienced by women include:

Reproductive Health and Fertility

Around 3.5 million people experience fertility problems (Fertility Network UK), yet few businesses have formal policies in place to support these employees. Fertility treatments can be time-consuming and emotionally taxing.

Research undertaken by Middlesex University (May 2016) revealed that 58% of respondents said that work impacted their treatment (e.g. difficulty making appointments), while 85% reported treatment affected their work (e.g. trouble concentrating). 50% were concerned about career prospects, and 35% felt their career was affected.

Baby loss

This can be an incredibly physically and emotionally challenging time, and issues around remembering your baby, grief and worry about other family members can take their toll. Employees must feel safe and supported at work, without fear of any consequences. 

Pregnancy and Maternity

Many women experience physical and emotional challenges during pregnancy. Clear policies will reduce workplace discrimination and pressure, both before and after pregnancy.

Menopause

AXA Health reports that three in four women suffer menopause symptoms, with one in four facing severe symptoms and one in ten women leaving a job due to menopause (Fawcett Society).

Menstrual Health

According to CIPD research (November 2023), 69% of women who experience menstrual symptoms report a negative impact at work, and 15% suffer from conditions like endometriosis, PCOS, PMDD, or fibroids. Yet only 12% of organisations offer support for menstrual health.

Creating a Supportive Work Environment

Businesses should cultivate a supportive workplace culture if they want to retain female talent.

Training and education, to reduce stigma and encourage open dialogue, will help to foster a supportive and well-informed workplace environment.

Specific policies to support women through their health lifecycle might include:

• Flexible working: allow adjustment to work patterns to accommodate emotional or physical symptoms.

• Supportive and progressive leave policies: For men, as well as women, that cover the spectrum of female health issues.

• Health and wellness guidelines: Addressing female physical and mental health needs.

Although this may seem a lot for companies to take on, particularly if they’re coming from a standing start. An inclusive workplace environment that supports women in the health journey will reduce absenteeism and presenteeism. This, in turn, is likely to increase retention and productivity, improve mental and emotional well-being and encourage happier, more engaged employees. Supporting women through health-related challenges is also a preventive measure that promotes recovery and well-being.

We encourage real estate businesses to take actionable steps to improve workplace female health. This is key to promoting female leadership and increasing D, E & I.