We work in an often competitive work environment with pressure to ‘be the best’ alongside juggling personal lives and it can become too much.
The well-being of employees is not just a moral imperative but also a crucial factor for business success.
Companies that prioritise employee health and well-being often see benefits in productivity, employee retention, and overall organisational performance. Yet, despite the clear advantages, many organisations still struggle to provide the right level of support, particularly when it comes to addressing women’s health and well-being in the workplace.
The Business Case for Investing in Health and Well-being
According to a recent report on women’s health economics, investing in women’s health services can deliver significant returns. For every additional £1 invested in obstetrics and gynecology services in England, the estimated return on investment (ROI) is £11 (NHS Confederation).These statistics highlight the tangible benefits of supporting women’s health not only within public health services but also within the private sector .
In the workplace, ignoring women’s health issues can have profound economic consequences.
For example, absenteeism caused by conditions such as severe period pain, endometriosis, and menopause symptoms costs the UK economy nearly £11 billion annually.
Furthermore, research estimates that 60,000 women in the UK are not in employment due to menopause symptoms, costing businesses approximately £1.5 billion per year . These figures demonstrate how ignoring the unique health needs of women directly impacts productivity and the bottom line.
Supporting Women’s Health at Work: A Competitive Advantage
Women make up more than half of the workforce, and their health challenges are often distinct from those of men. For instance, gynaecological conditions like endometriosis or fibroids can lead to chronic pain, and mental health issues can arise due to a combination of these and other stressors. Yet, many women feel unable to take time off or even discuss their health issues openly with their employers.
In fact, nearly half of the women surveyed in the report expressed that they would have liked to take time off work due to a gynaecological health condition but chose not to due to workplace stigma or fear of negative consequences .
By addressing these concerns proactively, businesses can foster a more inclusive and supportive environment. Offering flexible work arrangements, paid sick leave, and healthcare benefits that cater specifically to women’s needs are all ways to make the workplace more accommodating. Additionally, employers who prioritize health and wellbeing create a culture of trust and loyalty, which, in turn, improves employee retention and job satisfaction.
The Impact on Mental Health and Wellbeing
Physical health and mental health are closely interconnected, and when health conditions are left untreated or unsupported, it can lead to increased mental strain. This is particularly true for women, who often balance multiple roles in the workplace, at home, and in society. According to the report, 83% of women with long-term physical or mental health conditions reported that their condition negatively impacted their ability to work, care for their family, or pursue education .
Supporting the mental health of employees is equally important. Providing resources such as access to counseling, mental health days, and stress management workshops can significantly improve overall well-being. When employees feel supported, they are more engaged, motivated, and productive, leading to a healthier and more resilient workforce.
Inclusive Health Policies: The Key to Closing the Gender Gap
A critical part of supporting health and well-being in the workplace is recognizing the diverse experiences and challenges faced by women from different backgrounds. Local authorities with higher ethnic diversity, for instance, were found to have poorer access to women’s health services, leading to worse outcomes . By creating inclusive health policies that cater to the specific needs of women from diverse backgrounds—whether based on ethnicity, socioeconomic status, or gender identity—businesses can close these gaps and promote equality in the workplace.
Conclusion: Investing in Well-being Pays Off
The economic case for supporting employee health and well-being is clear, especially when it comes to women’s health. By investing in comprehensive health policies, creating a supportive workplace culture, and addressing both physical and mental health needs, businesses can improve productivity, reduce absenteeism, and create a more loyal, engaged workforce. Ultimately, prioritising employee well-being is not just good for people—it’s good for business.