Efforts are being made to close the gender pay gap, but businesses also need to make sure they tackle the equally important gender gap in health and wellbeing.
GriD’s September 2020 employee wellbeing survey found female employees have more health and wellbeing concerns than their male colleagues. A fifth (21%) of women were concerned about stress and anxiety relating to pressures of overwork or an uncertain future compared to 18% of men, finances and debt worried 18% of women vs 14% of men, and long-term chronic illness concerned 14% of women vs 8% of men1.
Any wellbeing strategy needs to take these needs into account, but only a third of boardroom roles are filled by women and just eight CEOs of FTSE 250 companies were female as of October 20192. This under representation of women at the highest levels could mean that awareness of some aspects of their wellbeing is low, or even completely disappearing under the radar.
Regardless of which gender sits in the hot seat, there can be a number of reasons beyond just ignorance as to why these health and wellbeing issues are swept under the carpet, including embarrassment, stigma or even a fear or risk of discrimination.
To help, Unum, the employee benefits provider, is highlighting some of the key gender health and wellbeing concerns all employers should be aware of when creating an inclusive working environment for all:
1.Facilitating workplace menopause support for female staff:
Health conditions such as endometriosis and even the menopause can have a huge impact on women. According to the Chartered Institute of Personnel and Development (CIPD), women over the age of 50 are the fastest growing segment of the workforce, and most will go through the menopause during their working lives3.
Just a few of the symptoms include:
- Difficulty sleeping and night sweats
- Feeling tired and lacking energy
- Mood swings
- Feeling anxious and panic attacks
- Struggling to remember things, concentrate and focus
- Headaches/migraines4
But without the proper support, the effects of the menopause can lead to women feeling ill, losing confidence in their ability to do their job, stress, anxiety, and depression, or even leaving their job5.
Indeed, a 2019 survey by Newson Health Menopause and Wellbeing Centre found over 90% of women going through the menopause felt their work had suffered as a result of their symptoms, while 76% said their employer provided no support or training on the subject6, leaving them to suffer in silence.
The lack of support around the menopause has been raised in both Scottish and English parliaments, requesting – among other measures – that menopause guidance is introduced into workplaces7, backed by Diane Danzebrink’s #MakeMenopauseMatter campaign.
While the menopause isn’t specifically protected under the Equality Act, employers should remember that they could still be liable if an employee is treated unfairly because of it.
Businesses need to act and provide the practical help and support to make a difference. Written policies on dealing with the menopause can be an invaluable aid for line managers, helping them to effectively manage a situation they may have little personal knowledge or experience of.
Creating subject matter champions or peer-to-peer networks can also encourage dialogue around women’s health issues. Another point of contact in the organisation to discuss these issues, safely and privately, can be a welcome source of support if someone feels unable to talk to their manager.
2. Increasing awareness with line managers:
Training line managers so they’re aware of these conditions and giving them the skills to signpost female employees to practical help is also hugely important. Employers should also be open to implementing workplace adjustments or flexible working, while sharing and circulating knowledge can help break any stigma and diffuse potential embarrassment.
Unum’s podcast about the menopause is also available, for more information, and helpful hints and tips for employers. And for employers with a Unum policy, our Employee Assistance Programme. LifeWorks, provided by Morneau Shepell, provides access to a managing the menopause toolkit. This includes advice on symptom management, staying healthy through menopause, lifestyles for the better side of 40, and other resources.
3. Importance of wider awareness:
Organisations also need to consider the needs of non-binary (those who don’t identify as either men or women) and transgender employees. For example, employers may be completely unaware that a trans man – someone who intends to change or has changed their gender from woman to man – may also go through perimenopausal and menopausal symptoms8.
Creating a trans-inclusive work environment is beneficial not just to the employee, but to the business itself. An organisation that enables and supports trans employees to be themselves, ensures it harnesses the skills and experience of a diverse community, breaking down barriers, and building knowledge and awareness among employees who do not identify as trans. It also marks out the business as one that embraces diversity – one worth working for9.
4. Look out for helpful resources:
To raise awareness of the issues some employees can face, Unum’s Diversity podcast looks at the importance of being included, the inclusion of LGBTQ+ people in the workplace, employees’ experience at home and work, and what businesses can do to offer more support.
For Unum’s Group Income Protection customers, our On Course ‘Gender, health, work’ webinar is designed to increase understanding about common gender-specific health conditions, encourage communication, and educate line managers on how they can support their staff.
A wider wellbeing strategy that supports every employee will consider the key factors that affect all genders and generations within the workplace. Ensuring employees feel comfortable enough and encouraged to come forward and contribute to its creation will ensure that everyone can be themselves, bring their best selves to work and reach their full potential – to their own benefit and that of the business.
Sources
2 https://www.catalyst.org/research/women-in-the-workforce-uk/
3 https://www.cipd.co.uk/knowledge/culture/well-being/menopause
4 https://archive.acas.org.uk/menopause
5 https://archive.acas.org.uk/menopause
6 https://www.newsonhealth.co.uk/news/menopause-at-work-survey-results-published
7 https://questions-statements.parliament.uk/written-questions/detail/2020-02-10/14605
8 https://archive.acas.org.uk/menopause
9 https://www.stonewall.org.uk/top-trans-inclusive-employers
