How Employers' Failure On Women's Health Echoes In Economic Setbacks?

Behind the lofty proclamations of workplaces being sanctuaries of equality and prosperity on LinkedIn, the stark reality within office walls serves as an unfiltered litmus test for our societal progress. For female employees, thriving can feel like an uphill battle, especially when health concerns loom large. Recent research, a collaboration between healthcare provider Benenden Health and the Fawcett Society, drawing from the experiences of over 5,000 workers, reveals a sobering truth: UK employers are unknowingly sabotaging their productivity and competitiveness by failing to prioritise the well-being of female staff facing health challenges. 

This negligence not only impacts individual well-being but also translates into significant economic repercussions.

The Productivity Drain

A comprehensive study conducted by healthcare provider Benenden Health in collaboration with the Fawcett Society, a stalwart in advocating for women’s rights, sheds light on the prevalent health disparities faced by female workers in the United Kingdom. Drawing insights from the experiences of over 5,000 workers, the research shows a concerning picture. On average, women in the UK miss approximately nine days of work annually due to health issues, with a pyramid of challenges exaggerating their plight.

Menstrual Cycles

The research highlights a troubling statistic: more than two-thirds, or 70%, of surveyed female workers find it problematic to navigate their menstrual cycles while at work, highlighting a pervasive issue that is often shrouded in silence and stigma within corporate environments.

Pregnancy and Menopause

62% of female respondents report facing challenges related to pregnancy, while 64% grapple with symptoms of menopause during work hours. Despite being natural facets of women's lives, these physiological phenomena are met with inadequate support and understanding in many workplace settings.

Perceived Invisibility of Women's Health Issues

Alarmingly, nearly two-thirds of women express a profound sentiment that their health issues are being disregarded or trivialized in the workplace. This perceived invisibility not only undermines employee morale and well-being but also poses significant operational challenges for employers.

The research from Benenden Health and the Fawcett Society also exposes a concerning workplace culture. Four in ten respondents reported hearing derogatory comments about a female colleague's health, often linked to time off work, perceived difficulty, or doubts about their ability to perform their job. In light of this, 42% of women admitted reluctance to discuss their health issues with a manager.

The Economic Toll

Extrapolating from the research data, it becomes evident that a staggering 150 million working days are lost annually due to women workers being absent—an alarming statistic that showcases the magnitude of the issue at hand. This absenteeism exacts a hefty toll on productivity and economic vitality, highlighting the imperative for proactive intervention.

Beyond gender-specific concerns, the research contributes to a broader narrative of a health recession in the UK. A report from the Institute for Public Policy Research highlights that chronic physical conditions have driven 700,000 people in the UK out of employment between 2015 and 2022. Better health, the report argues, could improve economic prospects for all, with the potential to boost women's earnings twice as much as men’s.

The U.K. is currently struggling with the largest gender health gap in the G20 economies and the twelfth largest globally. Women receive suboptimal treatment for conditions like dementia, are more prone to mental health problems, and face a lack of awareness about conditions unique to women—issues that can profoundly impact their well-being in the workplace and beyond.

Addressing the Root Causes

• Fostering Inclusive Workplace Cultures

Employers must cultivate inclusive workplace cultures that prioritize employee well-being and embrace diversity in health experiences. This necessitates destigmatizing conversations surrounding menstruation, pregnancy, menopause, and other gender-specific health concerns.

• Implementing Supportive Policies and Practices

Robust policies and practices tailored to support women's health in the workplace are indispensable. From flexible work arrangements to comprehensive healthcare benefits, proactive measures can empower female employees to thrive professionally while managing their health needs effectively.

• Promoting Managerial Sensitivity and Empathy

Managers play a pivotal role in shaping organizational culture and fostering a supportive work environment. By demonstrating empathy, understanding, and responsiveness to individual health needs, managers can engender trust and facilitate open dialogue around sensitive health topics.

By prioritizing gender-inclusive health policies, fostering supportive workplace cultures, and promoting managerial sensitivity, businesses can forge a path towards greater equity, resilience, and success in the modern workforce.