By Fiona Wylie, owner of the marketing agency Brand Champions.
Women’s health has become an increasingly important focus in workplace wellbeing programmes, and for good reason. From unique biological challenges to workplace culture barriers, addressing women’s health ensures a more inclusive, productive, and supportive environment for all employees. By understanding the specific needs of women and implementing thoughtful strategies, businesses can create a healthier, more engaged workforce.
According to HRD Connect, the UK loses 150 million working days due to the lack of workplace support for women’s health.
Why women’s health matters at work
Women face distinct health challenges that can affect their performance and wellbeing in the workplace. These range from menstrual health, pregnancy, and menopause to mental health issues exacerbated by work-life balance pressures. Yet, many workplaces still lack the resources or culture to support these needs effectively.
Ignoring these aspects can result in higher absenteeism, reduced productivity, and more significant turnover among female employees. By prioritising women’s health, employers can create an environment where women feel valued and supported, improving morale and retention.
Four in ten women (42%) have heard derogatory comments about a female employee’s health in the workplace [HRD Connect].
We held a women’s health event this year and this was some of the feedback, “My manager felt the best way to deal with my menopausal concerns was to hold a disciplinary meeting which HR condoned. I am now looking for a new job” and, “I had fibroids so had to have a hysterectomy. Before the operation, I had a period every 2 weeks lasting over a week. My employers were not sympathetic that I was so tired and depressed – they just sacked me as I couldn’t work the normal “6 hours” unpaid overtime every day. This is true”.
These stories are devastating and I know there’s a million others out there.
Creating a supportive culture
One of the most impactful ways to prioritise women’s health is by nurturing a workplace culture where discussing health isn’t taboo.
- Start with education: Host workshops or provide resources on women’s health topics such as menstrual health, menopause, and mental health. Education normalises these conversations and reduces stigma.
- Encourage open dialogue: Create safe spaces where employees can discuss health concerns without fear of judgment or career repercussions. This could be through anonymous feedback systems or dedicated support groups.
- Leadership buy-in: Ensure that leadership actively supports and participates in these initiatives to reinforce their importance.
Flexible policies to support health
Rigid workplace policies often fail to accommodate the dynamic nature of women’s health needs. Flexibility is key to creating a supportive environment.
One very important rule I have at Brand Champions is offering flexible working hours. Allowing employees to adjust their schedules to manage health appointments or symptoms that may make traditional working hours difficult makes a huge difference.
I also advocate for remote work, especially for those experiencing health challenges such as severe menstrual symptoms, chronic illnesses or menopause-related fatigue; remote work can provide much-needed relief.
Practical steps to improve wellbeing
Beyond cultural changes, practical measures can have a tangible impact on women’s health in the workplace.
In your workplaces, you could offer access to counselling services or partnerships with local healthcare providers. You could also set up rest/private areas and designated quiet spaces where employees can rest if they feel unwell. A calm environment can be especially beneficial for managing conditions like migraines or menopause-related symptoms.
Mental Health Matters
Women are three times more likely than men to experience common mental health problems [Mental Health Foundation], often linked to hormonal changes or societal pressures. Supporting mental health is a critical component of workplace wellbeing.
I always equip leaders with the skills to recognise and respond to mental health concerns sensitively. Encouraging regular breaks and respecting boundaries to help employees recharge and manage stress is a no-brainer, but it’s something many companies miss.
Listening to employees
No two workplaces are the same, and the best initiatives come from understanding the specific needs of your workforce. Understandably, many women may want to refrain from speaking out. Instead, feedback should be gathered to identify gaps in current support systems and understand which initiatives employees would value most from anonymous forms.
Investing in women’s health is a moral imperative and a strategic advantage. Businesses can cultivate a more inclusive, engaged, and productive workforce by creating a workplace where women feel supported in managing their health.
Whether you’re a small business or a large corporation, the journey toward prioritising women’s health starts with small, meaningful steps. By listening, acting, and adapting, you can make a real difference in the lives of your employees.
About the expert
Dubbed ‘Rising Star’ by Marketing Week early on in her career, and having worked for Pfizer, British Airways, Nestle, Dairy Crest and more, Fiona Wylie now runs her marketing agency which specialises in SOS Marketing.
Fiona started her company, Brand Champions, after she had children. She found it incredibly difficult to navigate the work world as a new mother, fighting the inflexibility. The job she was on maternity leave from refused part-time work, onto the next she had one of the first job shares ever offered to a head of marketing at Dairy Crest, but then after her second child, they rescinded it.
Her company is based around families, personal time and flexibility allowing her staff to take the time they need. In return, when they are working, they’re highly focused, produce incredible results and are happy.
Fiona has been honoured with multiple innovation awards. Brand Champions is dedicated to assisting clients with significant strategic initiatives, addressing short-term resource challenges, and fostering in-house learning and development. In her current role, Fiona is committed to helping others to build champion brands through the comprehensive services offered by Brand Champions. Find out more at thebrandchampions.co.uk
