For too long, health issues such as fertility, pregnancy, and especially menopause have been treated as private matters. Not just in our workplaces but across society, that silence has come at a cost to women and the companies they work for. It's time to change that narrative and recognize the significant impact these issues have on workplace performance and overall well-being.
Support women’s health at each life stage
Whole person care is a holistic approach that addresses employees' physical, mental, emotional, and financial health. Supporting women at different life stages in the workplace is crucial for fostering a diverse, inclusive, and productive environment. From early career development to navigating family-building years, mid-career challenges, menopause, and late-career transitions, each stage presents unique needs and opportunities. Employers can empower women to thrive professionally and personally by providing tailored support at every stage. This comprehensive approach enhances individual well-being and drives organizational success through increased retention, productivity, and engagement.
Early career support
- Mentorship programs: Establishing mentorship programs can help young women navigate their careers, providing guidance and support from experienced professionals. Mentorship can be a powerful tool in helping women build confidence, develop skills, and advance in their careers.
- Flexible work arrangements: Offering flexible work hours and remote work options can help women balance their career aspirations with personal responsibilities. Flexibility in work schedules allows women to manage their time effectively, reducing stress and improving productivity.
- Professional development: Investing in learning and development programs can empower women to advance in their careers and take on leadership roles. Continuous learning opportunities ensure that women can stay competitive and grow professionally.
Support during the family-building years
- Fertility benefits: Approximately 1 in 6 couples struggle with infertility in Canada, with women representing 40% of infertility cases. The average cost can be nearly $30,000 for a couple accessing treatment. Offering benefits for fertility treatment that allow for a lifetime maximum can help support women financially and emotionally as they undergo this stressful time.
- Maternity Leave: Providing generous maternity leave policies ensures women can take the necessary time off without worrying about job security. Maternity leave should be designed to support women during pregnancy and postpartum, allowing them to recover and bond with their newborns. Approximately 15% of women suffer from postpartum depression following giving birth. Ensuring mental health benefits and access to healthcare providers specializing in hormonal health can help to support women struggling with this condition.
- Parental Leave: Extending parental leave to partners promotes shared responsibilities and supports women returning to work. Inclusive parental leave policies encourage both parents to participate in childcare, fostering a balanced family dynamic.
- Childcare Support: On-site childcare facilities or subsidies can alleviate the stress of balancing work and family life. Access to reliable childcare solutions enables women to focus on their careers while ensuring their children are well cared for.
- Health Services: Access to telemedicine and expert medical opinions can be crucial during pregnancy and postpartum. Comprehensive health services provide women the support they need to manage their health effectively.
Mid-career support
- Career advancement opportunities: Creating pathways for career advancement and leadership roles can help retain talented women in mid-career stages. Employers should actively promote women to higher positions and provide growth opportunities.
- Work-Life balance: Encouraging a healthy work-life balance through flexible schedules and wellness programs can prevent burnout. Employers should prioritize the well-being of their employees by promoting a balanced approach to work and personal life.
- Mental health support: Unlimited counselling and access to mental health navigators can provide necessary support for women dealing with stress and mental health issues. Mental health services should be readily available to help women manage their emotional well-being.
Help your employees live healthier lives.
Support during menopause
Menopause affects 100% of women, yet its impact on workforce retention, productivity, and well-being has been historically overlooked. Ignoring menopause leads to lost talent, lower productivity, and higher healthcare costs. Companies prioritizing workplace equity gain a competitive advantage, becoming 36% more likely to achieve above-average financial returns.
Women aged 40+ are the fastest-growing workforce demographic, making menopause-related challenges a business necessity to address. SanoLiving recently highlighted the significant impact of menopause on workplace performance and emphasized the need for employers to address this issue proactively. Among the key findings:
- 80% of women experience improved overall quality of life with comprehensive menopause care
- 54% see an improvement in mood and emotional well-being
- 50% report an improvement in their ability to perform at work
- 70% experience better professional and personal relationships
Menopause can significantly impact women's work lives, with one in four women missing work due to symptoms, 14% reducing their hours, 9% turning down promotions, and one in ten leaving their jobs altogether. Here are three key ways employers can support women during menopause:
- Provide menopause-inclusive benefits: Access to specialized care, virtual support, and tailored treatments can make a significant difference. Employers should offer benefits that specifically address menopause-related hormonal health issues.
- Create a supportive culture: Through education, open dialogue, and small but meaningful accommodations (like flexible work hours or temperature control), companies can help lift the stigma. A supportive culture encourages women to speak openly about their health needs without fear of judgment.
- Track the impact: Measuring retention, productivity, and engagement outcomes can strengthen the business case for supporting women's health needs. Tracking the effects of menopause support initiatives helps employers understand their effectiveness and make necessary adjustments.
Late career support
- Retirement Planning: Offering retirement planning services can help women prepare for their future and feel secure about their financial stability. Employers should provide resources and guidance to help women plan for retirement.
- Flexible Work Options: Allowing part-time work or consulting roles can enable women to transition smoothly into retirement. Flexible work arrangements help women maintain their professional engagement while preparing for retirement.
- Recognition and Respect: Valuing the contributions of senior employees and recognizing their experience can foster a respectful and inclusive workplace. Employers should celebrate the achievements of senior employees and acknowledge their valuable contributions.
Creating an inclusive culture
Creating an inclusive culture in the workplace involves several key strategies. Implementing diversity, equity, inclusion and belonging (DEIB) training can educate employees about the importance of supporting women at different life stages to foster a culture of respect and understanding. Establishing employee resource groups focused on women's issues can provide a platform for support and advocacy, offering a safe space for women to share their experiences and seek support. Additionally, encouraging open communication about health and personal challenges can help create a supportive and understanding workplace culture where employees feel comfortable discussing their health needs. These initiatives can contribute to a more inclusive and equitable work environment.
Leveraging technology for support
Utilizing digital health solutions that provide accessible and comprehensive healthcare services can help bridge the gap between employees and healthcare providers with convenient and practical solutions. Additionally, investing in technology that supports remote work can help women balance their professional and personal lives, enabling them to work from anywhere and providing the flexibility needed to reduce stress.
Taking the next step to support women’s health
Supporting women at different life stages can provide a strategic advantage for employers. Employers have an opportunity to create a more inclusive, supportive, and productive environment for women at all stages of their careers by providing menopause-inclusive benefits, creating a supportive workplace culture, and tracking the impact on retention, productivity, and well-being. Those prioritizing their female employees' well-being can benefit from increased loyalty, reduced turnover, and a more diverse and innovative workforce. Talk to your Cowan Benefits Consultant today!
