Addressing health and wellbeing inequity for women in the workplace
As of 2023, women make up approximately 70.2% of the workforce in the European Union and are often primarily responsible for making benefits decisions for their families and for taking on caregiving duties. These responsibilities can result in lost productivity or dropping out of the workforce when women must choose between family obligations and professional opportunities.
With multiple generations of women in the workforce, organizations must consider a wide range of needs, from reproductive health and family forming support to menopause and caring for aging parents. Since these needs can affect the course of women's careers and the choices they make about where to work, employers need to proactively support women's wellbeing in their policies and workplace culture to attract and retain female talent.
01
Globally, women earn less than men, driven largely by the continuing high levels of caregiving responsibilities (child and aging relatives) that women undertake. This difference in pay erodes women's purchasing power over time and can lower their standard of living or chances to retire comfortably.
The European Union has introduced pay transparency legislation requiring employers to address pay equity by 2026, with many other countries in the region following suit. This legislation mandates that companies review their compensation data, which includes employee benefits, to assess pay equity and address any disparities.
The legislation will require organizations to publish details of pay inequities, creating greater transparency for workers. This creates an opportunity to engage female employees and help them to understand how their working hours, pension and benefit choices impact their overall compensation package.
02
Women's careers advance more slowly than men's, leading to fewer women in middle management and the C-suite. Women also tend to struggle more with 'imposter syndrome' than men, which can have significant impact on career progression.
Employers can take many actions to address appropriate advancement for their female talent, including:
03
Across Europe, ante-natal and maternity care is provided via state health care systems but access to and quality of the care can vary considerably. Port-natal and return to work support also varies by region, with many women struggling with a lack of social network and paid leave to adequately support their needs following birth.
Employers can evaluate their benefits to ensure women:
Enhanced benefits, such as coverage for midwives and birth doulas, can improve the birth experience and outcomes, and decrease health disparities, which has a positive financial impact for employers as well as improve health outcomes for the individuals.
04
Approximately one in six people in high-income countries, including many in Europe, experience fertility issues. Additionally, women in same sex relationships or who want to start a family on their own, struggle to access adequate support and healthcare.
The fertility journey can be stressful and costly and can negatively impact productivity. Additionally, managing fertility appointments may require time away from work and be perceived as a lack of commitment.
Employers can put into place policies and benefits to support family forming decisions, such as financial assistance (either through employer funded healthcare programs or stand-alone solutions), travel support and access to counselling and flexible work options.
Recognizing the barriers that exist to support equitable access to fertility treatment and support within state funded healthcare systems, leading employers have made fertility coverage more inclusive by no longer requiring a diagnosis of infertility to access some specialized services, and work with specialist vendors that support women's reproductive health from pregnancy to parenthood.
05
Women spend more time on caregiving and household tasks than their male counterparts in Europe, with disparities increasing based on education levels, family unit construct and disabilities.
Caregiving includes both children and older relatives, with women undertaking 62% of eldercare duties. There is a clear link between caring responsibilities and reduced workforce participation, with female carers aged between 20 and 49 almost 20% less likely to be in employment than men with caregiving responsibilities.
Paid time-off that can be flexed for both child and eldercare may be especially attractive for female employees. Women often gravitate toward roles with increased flexibility, like those that became available during the pandemic. Maintaining that flexibility, as appropriate, can support attraction and retention of female talent for an organization.
Support networks, such as Employee Resource Groups (ERGs), and specific leave policies for caregiving can also help to create a supportive environment for carers in the workplace. Employers can also consider offering subsidised support for caregivers through vendors that provide support with finding suitable care options or provide care support themselves.
06
Menopause impacts women at an average age of 50, although some are affected much earlier. Symptoms can last 10 or more years, often impacting experienced female talent at the peaks of their careers.
In addition to symptoms of hot flashes, night sweats, and weight gain, menopause may increase the risks of cardiovascular disease, type 2 diabetes, sleep disturbances, cognitive disturbances, and osteoporosis. These changes can lead to increased mental health and physical needs for women in the workplace.
Many women report that their menopause symptoms make them less confident at work, more stressed in their job and struggle with reduced levels of concentration. This can lead to women reducing their working hours, changing job roles or leaving the workforce altogether.
Employers can support perimenopausal and menopausal women in the workplace in several ways, including:
When it comes to employee wellbeing, the stakes have never been higher for employers and women. Employers that listen, create awareness and deploy policies to improve women's wellbeing across their lifespans will have access to the best workforce and reap substantial economic benefits.
Get in touch with us to find out how we can support your organization in creating a workplace that helps female talent thrive.
