Across the globe the inspiring social, cultural, economic and political achievements of women are celebrated through International Women’s Day. In 2022 this takes place on 8th March and focuses on gender inequality, calling for all to #breakthebias.
Sadly, current research is indicating that the pandemic has disproportionately impacted the mental health of women, felt even more acutely by women of colour, LGBTQ+ women, and women with disabilities. Working women report feeling anxious about childcare and express concern that these responsibilities are perceived negatively in respect of their work ability. Further stress is caused for many as they return to the office and lose flexibility to manage their daily schedule. In addition, some reports are showing that women in senior leadership roles are suffering from burnout more than their male counterparts.
Given the extra challenges women face currently, it remains crucial that the mental health needs of this group in the workforce are not overlooked. Here we suggest some key areas to focus on:
- Prioritise mental health
There are many pressures on businesses at present but it’s so important to not let staff wellbeing slip down the agenda. Several businesses we work with have named a senior leader who is accountable for wellbeing within the organisation. This sends out the message that your business cares and mental health is considered as important as physical health. Making an annual mental health assessment part of an employee wellbeing package is also a positive, proactive approach which can speak volumes about the culture of your organisation.
- Expand wellbeing support programme
We see that businesses are certainly offering a lot more in the way of wellbeing support now compared to the past, however, programmes could be better targeted to specific groups of workers in order to address the unique difficulties they experience. We know, for instance, that women are more likely to open up in a group of those facing similar challenges.
Bringing in expertise from outside can enhance a wellbeing programme and ensure good quality, tailored support is available.
- Promote widely support on offer
Some businesses still report a low uptake on Employee Assistance Programmes (EAP) they offer to staff. Although for some there may be stigma associated with accessing this support, it is key to communicate its benefits throughout an employee’s journey. It forms part of important mental health resources and can prevent staff from reaching crisis point.
As with all mental health initiatives buy in from senior leadership is paramount. Women leaders have the power to destigmatise and encourage the use of such valuable support, without female staff fearing recrimination.
- Review workplace patterns
Now that the lines between work and home have become blurred many women report never being able to switch off. This is not psychologically healthy. We, therefore, have to find ways where work can still get achieved but within clear boundaries to minimise overwhelm and burnout.
Once again, senior staff have responsibility to set the standard here so women do not feel guilty about flexible working or building self-care into their day.
- Analyse the impact of interventions
Finally, we need to determine if the wellbeing interventions we introduce are having a positive impact on our staff, and are ultimately helping to improve the wellbeing of women workers. Some of our clients have used staff surveys, focus groups and mental health assessment tools to measure efficacy. This process will help identify gaps and adaptations needed to support any harder to reach groups.
If we are to advance women’s wellbeing in the workplace, we must be proactive and keep the dialogue going around the unique challenges women face as they continue to navigate the pandemic and its uncertainties. International Women’s Day on 8th March provides a timely opportunity to bring into focus the mental health of women.
Ready to take the next step? Please get in touch to have a chat about how we can help. We’d love to hear from you!