Many women strive to live their lives with positivity and health, but maintaining good mental health goes beyond the yoga classes and superfoods. Women’s mental well-being is influenced by how they feel in all areas of their life, including work. So in honour of International Women’s Day, I’m sharing how employers can support women’s health and well-being in the workplace, so they continue to thrive. 

The daily stressors women face

I’m not surprised that women are more than twice as likely to suffer from mental ill-health at work compared to men, when we consider the daily demands women face from both work and home. Women’s mental well-being at work is affected by their day-to-day experiences with managers and colleagues, how purposeful they feel in their work along with the actual work they do. 

It’s important we also shine a light on the workplace situations that women face, such as bullying, harassment, lower income, lower status, insufficient benefits and child care issues. 

At home, chances are she may be juggling multiple roles and dealing with the stress as a mother and/or caregiver to her ageing parents – in addition to dealing with hormonal changes related to pregnancy and menopause.

Since women have a unique set of well-being requirements, why are so many employers relying on using a one-size-fits-all approach to support them? 

We know it’s an ongoing process for anyone to maintain their mental health and challenges are inevitable. But a supportive employer with an effective well-being strategy will always help empower women.

3 ways every workplace can support women’s well-being, so they continue to thrive

1. Offer flexible working 

Women’s stress can be greatly reduced by offering the option to create a flexible work schedule that allows them to fulfill their professional role, and makes managing their home life easier. The overwhelming evidence suggests that flexible working can help employees improve their work-life balance, be healthier and happier while providing for themselves and their families. Employers set to gain a boost in productivity, talent attraction, staff retention and save on-site costs.

2. Create a holistic well-being strategy

Working women often don’t spend enough time caring for themselves. Having a well-being strategy that encompasses everyday life challenges such as relationships, stress reduction, sleep management, healthy lifestyle and financial well-being can go a long way in encouraging women to embrace self-care.  For the women in your workforce who have demanding personal lives, flexibility, along with the provision of relevant benefits, will go a long way. 

3. Make a difference with assessment and care 

Many managers have asked me what they should do when they suspect an employee is struggling? Early intervention is key, so do not wait until the employee hits a mental health crisis before support is offered. 

Women often struggle to identify their risk levels when overwhelmed, coping with multiple daily life stressors. Access to a mental health assessment identifying their focus areas coupled with accessible and convenient support helps not only prevent the crisis stage unfold but also encourages women to put their wellness first and enjoy greater health outcomes. 

Empower women to be the best versions of themselves

The best thing you can do as a leader is to influence someone’s life for the good. The organizations wise to promoting mental health initiatives are often more likely to be creative and successful – and women working in these organizations often feel a significant part of the inclusive work culture. Investing in a well-being strategy that empowers women to be the healthiest and best version of themselves, each and every day, is the unique and golden opportunity that every organization cannot afford to miss. 

Book a demo to learn how Snapclarity can help your team build or strengthen your mental health strategy. 

Related blogs:

Virtual Care Is The Fix For Your Employees’ Broken Mental Health Experience

Why Early Mental Health Screening Can Make A Difference

Understanding Group Benefits In 2020