Closing the gender health gap

We must all support women’s health at work; Neil Barnes at Benenden Health outlines the steps that organisations can take

If you’re currently unaware of the gender health gap, you’re not alone. The term refers to the differences in health outcomes between men and women, and unfortunately it remains a significant problem in the UK.

But whilst it’s a simple label, it’s not something I fully understood – or grasped the full implications of – until Benenden Health started digging into the subject.

The gap manifests itself in a number of ways, but the main point is that women often experience delayed diagnoses, inadequate treatment, and a lack of attention to their specific health needs.

While this issue is rooted in societal norms and biases, the workplace provides a crucial opportunity for leaders to make a meaningful impact – and that includes guys like me. By all of us being allies and actively understanding and supporting women’s health, we can help close this gap and foster a more inclusive and productive environment.

Whilst more can be done across the business community, this is especially the case in predominantly male-led businesses, where a sense of uncertainty or apprehension in engaging with women’s health often remains. Naturally, it is a topic men may feel unqualified to talk about, or lack the confidence to know where to start, but it’s vital that we engage and feel empowered to make a difference.

Understanding the gender health gap

We know it’s important to support each and every employee when they face challenges with their wellbeing. This means understanding that women face some unique health concerns, including menstrual health, pregnancy, menopause, and higher rates of chronic conditions like autoimmune diseases. Certain health conditions also present differently in women, making diagnosis and support more challenging and in some cases, less effective.

For example, initial desktop research into the Gender Health Gap showed us that coronary heart disease and heart attacks present differently for women than in men. And because of this, women delay seeking medical help longer than men because they (and those around them) don’t recognise the symptoms, and are therefore 50% more likely than a man to receive the wrong initial diagnosis for a heart attack.

There are many other instances where support for women’s health is misunderstood or insufficient and unfortunately, many workplaces aren’t currently equipped to support women effectively, leading to poorer wellbeing, absenteeism and reduced productivity.

Our campaign research found that women take nine days off each year on average to manage their health concerns, and more than a third have experienced anxiety in the workplace because of their health. These are things that we must address.

Thankfully, there are some accessible ways that we can start to turn the dial, through cultural changes, education and training, effective policy implementation, and - most of all - being an ally.

Changing the conversation on women’s health

To start making a difference within our workplaces, it’s important to commit to learning more about the challenges faced by female employees.

Our research found that more than a third of business owners currently don’t understand women’s health issues and say it impacts their ability to support women in the workplace, with male and female leaders both acknowledging their lack of understanding. This gap in knowledge is a significant barrier to providing the necessary support, making it essential for leaders to educate themselves and their teams.

Start with your own education, get inquisitive, get learning, be open-minded and listen. Then consider organising training sessions and workshops focused on women’s health, covering topics like menstruation, menopause, and reproductive health. Bringing in experts to lead these discussions can help demystify these issues and create a more supportive environment.

Where line managers feel engaged and capable of supporting their employees, the more likely it is that open discussions will take place and important conversations that could lead to valuable solutions aren’t missed. 

Breaking down taboos and stigmas around women’s health at work through education, training and challenging negative language can also make these issues be taken more seriously. More than a third of women have heard derogatory comments or “jokes” related to women’s health at work, so challenging this behaviour and building more sensitive and open lines of communication are also key.

If you’re in a senior position, then leading by example is important throughout all of this. Be first in line when sessions are held, actively challenge those unwelcome behaviours, and don’t you dare run a mile when a woman is talking to you about their health.

Driving change through health policies

Whilst conversations and feedback are really important starting points, ultimately it is action that will make the biggest difference within your business. And if you’ve got avenues open to you, you can be an advocate for change.

Therefore, where you have the power to do so, it’s important to review your existing policies and consider what changes you could make to better support your employees. 

For example, feedback that we gathered found that flexible working policies - that are truly flexible - are vitally important for women’s wellbeing. Female employees often balance caregiving responsibilities with their careers, and flexible work arrangements can help them manage these more effectively.

My own little contribution is to showcase that flexible working is welcomed, by always being as loud as I can when saying ‘right, I’m off to do the nursery run’ or by being open when I need to tweak my hours because the little one’s got the latest bug.

Flexibility also allows women to manage their health more effectively. Those dealing with chronic conditions or menopausal symptoms, for example, may need to adjust their work schedules to accommodate medical appointments or practice self-care. By offering flexible work arrangements, we can reduce the stress associated with health issues and enable women to maintain their productivity and engagement at work.

Other healthcare support options

Another thing to do is to check that your healthcare plans cover essential services like mental health support and provide access to specialists who understand women’s health. Additionally, offering wellness programs focused on preventative care - such as health screenings and check-ups—can play a significant role in maintaining overall wellbeing.

There are also some specific – and often widespread - health issues that you should consider reviewing your provision for.

For example, our research found that almost three quarters of female employees believe that having to manage periods at work makes their lives more difficult, yet only 18% of businesses currently provide period products in the workplace. 

A third of women told us that enhanced maternity leave is the most important thing an employer can do to support women’s health, yet only 15% of employers offer this, and only 12% currently have pregnancy loss policies, procedures, or leave for those affected.

These are just three significant things that impact women’s health at work but where currently, support provision remains largely limited.

Clearly, there is no one-size-fits-all solution for every business, but creating an open workplace culture and listening to female employees gives you the best chance of putting in place the right policies and support that work best for you and your teams.

Why does it matter?

It’s a fact that companies that prioritise the health and wellbeing of their employees often see increased productivity, reduced absenteeism, and higher employee retention rates. Additionally, a commitment to supporting women’s health can enhance a company’s reputation, making it more attractive to top talent and customers.

Whilst all leaders can do more, male managers like me have an especially critical role to play in closing the Gender Health Gap. By raising awareness, implementing supportive policies, and fostering an inclusive environment, we can make a lasting impact on the wellbeing of women in the workplace, contributing to a more equitable and successful future for everyone.

This is not about apportioning blame, but empowering everyone to feel able that they can make a difference. Know that you’re not alone either – it’s impossible to have all of the knowledge or answers, but there are some great sources of advice and guidance out there to help you on the journey.

In being bold and committing to change, we can all work together to help narrow, or even remove, the gender health gap for future generations. 

Neil Barnes is Campaign Lead at Benenden Health. For more information on the Gender Health Gap and guidance on how businesses can support their female employees, go to: www.benenden.co.uk/gender-health-gap-2024/.

Main image courtesy of iStockPhoto.com and takasuu