Howden is encouraging companies to put women’s health and wellbeing first, on International Women’s Day, in light of upcoming family-focused legislation in April.
According to Howden, workplace gender gaps have continued despite advancements towards gender equality since 1911. Women live 25 per cent longer in poor health than men do, according to a recent study from the World Health Organisation and McKinsey.
Howden says that the Protection from Redundancy (Pregnancy and Family Leave) Act 2023 and the Carer’s Leave Act 2023, as well as recent menopause guidelines from the Equality and Human Rights Commission (EHRC), present employers with a chance to take a proactive approach to women’s health by creating employee benefits and wellbeing plans that meet the varied needs of women across the board.
Howden recommends four key steps that businesses can take to promote female health and wellbeing. Firstly, raise awareness about the importance of regular health check-ups and preventive measures for women of all ages. Secondly, foster a culture of wellbeing by providing resources and information on maintaining physical, mental, and emotional health, and utilise a wellbeing calendar to align activities with national awareness days.
Thirdly, review HR policies and employee benefits to identify gaps in gender-specific healthcare provisions, and consider introducing benefits tailored to support the needs of women in the workplace, such as menopause support. Finally, effective communication is crucial; ensure that employees are aware of the available employee benefits and wellbeing services and how to access them.
Emma Capper, UK Wellbeing Leader at Howden Employee Benefits & Wellbeing says, “Building a supportive and inclusive culture with access to essential healthcare can empower women to lead healthier, happier lives and make informed decisions about their health and wellbeing. This can improve their motivation and performance, help companies attract talent, and reduce rates of absence.
“However, companies need to steer clear from ‘tick box exercises’ such as introducing menopause support simply because it is topical. Instead, we encourage them to actively listen to their female employees, gather their feedback so they understand their concerns and needs and not presume to understand the challenges they face. Then they can implement the most appropriate female-friendly benefits on issues including periods to menopause, through to female cancers and mental health support.
“The new legislations are designed to be more inclusive for women, offering increased protection from redundancy for pregnant women; and giving a new entitlement of one week of unpaid leave annually for employees who care for dependants with long term needs, which is a burden that often falls to women. The EHRC guidelines also clarified the legal obligations to workers going through menopause and that employers could face being sued under the Equality Act 2010 if they don’t make reasonable adjustments for women with menopause symptoms.
“Taking a tailored approach to benefits, based on the needs of female employees is vital and an important step in ensuring that women’s health and wellbeing issues are prioritised particularly as forthcoming legislation will see workplaces become more equitable.’’
