Small businesses across the UK are increasingly recognising the crucial importance of supporting women’s health in workplaces, yielding benefits such as enhanced productivity, reduced absenteeism, and increased satisfaction.
Despite these advantages, numerous women still face substantial health-related obstacles at work. A significant 68% of women report encountering health issues during their careers, and nearly 30% feel unsupported by their employers. Worryingly, this figure increases to 36% concerning women-specific health matters such as periods, fertility, endometriosis, and menopause. Consequently, over half of these women take time off work, nearly a quarter miss out on promotions, and one in five receive lower pay. Alarmingly, 83% of women face financial repercussions due to unmet health needs, with many exiting the workforce entirely. The Office for National Statistics reveals that women comprise 58.4% of the UK’s economically inactive population, illustrating the broader economic impact. Neglecting women’s health in the workplace costs the UK economy £20.2 billion annually.
In 2022, the UK Government published the Women’s Health Strategy for England, which acknowledges the obstacles women face in accessing necessary healthcare despite comprising 51% of the population and living longer than men. This 10-year plan aims to significantly improve health outcomes for women and girls, focusing particularly on women’s health in the workplace. The strategy promotes understanding how women’s health affects their work experience, normalising conversations around taboo topics like periods and menopause, ensuring women remain productive and supported at work, and highlighting exemplary employer practices. The Department of Health and Social Care has funded organisations addressing these issues, including The Women’s Organisation.
The Women’s Organisation, the UK’s largest provider of women-focused training, is pivotal in tackling these unique challenges. Their Women’s Workplace Wellness programme offers comprehensive ‘bundles’ containing tools, guides, support, and information to help small businesses attract and retain female talent by fostering a supportive workplace culture that prioritises women’s health and well-being. These bundles cover every aspect of women’s reproductive health, from periods to pregnancy to menopause, providing employers with practical guidance on supporting women through these challenges.
Employers can take several practical steps to support women’s health in the workplace: flexible work arrangements, wellness programmes, supportive policies, training and awareness. Flexible hours and remote work options help women balance work with health needs, especially during periods, pregnancy, postnatal periods, and menopause. Wellness programmes focusing on physical, mental, and emotional health, including fitness classes, mental health days, stress management workshops, and access to nutritionists, are also significant. Establishing policies that support menstrual health, maternity and paternity leave, menopause, and other gender-specific health issues is crucial. Additionally, creating an environment where women feel comfortable discussing their health needs without stigma or fear of discrimination is essential.
Small business owners often lack the knowledge required to support women’s health in their workplaces. The discomfort, fear of saying the wrong thing, or appearing insensitive often prevents discussions on reproductive health issues. Similarly, many women feel embarrassed discussing these matters with male employers or managers, with 65% uncomfortable talking about their health at work. This reticence leads to significant emotional and professional impacts, with 90% of women feeling emotionally strained, 46% feeling helpless, and 43% feeling less motivated at work.
The Women’s Organisation’s Women’s Workplace Wellness Advocacy Development Programme aims to bridge this gap. This programme trains individuals to become Advocates for Women’s Health in their small businesses or organisations. These Advocates serve as first points of contact or ‘listening ears’ for colleagues, facilitating discussions and helping to implement reasonable adjustments to support women’s health needs. The programme’s quality and positive impact have been recognised by the Open Awards’ Badge of Excellence.
Supporting women’s health in the workplace is a strategic business imperative. Anne-Marie Swift, the Women’s Workplace Wellness Project lead, notes, ‘When businesses prioritise the health and well-being of their women employees, they experience numerous benefits that positively impact the entire organisation. From improved productivity and reduced absenteeism to enhanced employee satisfaction and retention, the advantages are multifaceted and substantial.’ Professor Maggie O’Carroll, CEO of The Women’s Organisation, adds, ‘Women have specific healthcare needs compared to their male counterparts, and despite women making up over half of the workforce in the UK, most SMEs do not understand the scale of the support and flexibility required. The Women’s Workplace Wellness programme is vital in effecting positive change within SMEs in the UK, helping to break down taboos around women’s reproductive health, delivering better outcomes for women’s equality, and – fundamentally – improving business performance as a direct result.’
Supporting women’s health is not just the right thing to do; it is a prudent business decision that benefits everyone involved.
