Advancing Women’s Health and Wellbeing at Work
Calling all Corporates, HR Managers, and Employers! Prioritising Women’s Health = Promoting a Healthier Workplace.
FACT: Women make up nearly half of the UK’s current workforce, meaning there is a pressing need for organisations to start addressing the unique health challenges women face at work, particularly around sexual and reproductive health and rights.
That’s why the ‘Advancing Women’s Health and Wellbeing at Work’ program is designed to help foster healthier lives and promote gender equality, in line with the United Nations’ Sustainable Development Goals (SDGs), namely:
- SDG 3: Good Health and Wellbeing - ensuring healthy lives and promoting wellbeing for all at all ages, which is critical to improving women’s physical and mental health at work.
- SDG 5: Gender Equality - making it essential for workplaces to support women’s health, eliminate stigma, and create equitable environments.
Why should you be striving to meet these global goals?
Addressing SRHR in the workplace means that if women can access the resources, services, and policies necessary to manage their reproductive health, they can maintain, and ultimately excel, in their professional roles.
More inclusivity. More job satisfaction. More productivity. More longevity. More bottom line.
It’s a no brainer.
Is your workplace falling short?
- Taboo and Stigma Around Reproductive Health - if you’re silent on topics such as menstruation, contraception, infertility, miscarriage, pregnancy, and menopause, it’s time to start talking.
- Lack of Accommodations for Menstruation and Menopause - if you’re not providing adequate accommodations/support for women dealing with menstrual pain, menopausal symptoms (such as hot flashes and fatigue), or related health issues like endometriosis, it’s time to make a change.
- Inadequate Maternity and Parental Leave Policies - if these aren’t in place and there’s a lack of support for women managing pregnancy and early motherhood (eg. breastfeeding), it’s time for new policies.
- Workplace Discrimination Related to Reproductive Choices - if there’s fear around discrimination or career setbacks if women are open about reproductive choices such as family planning, IVF treatments, or pregnancy, it’s time to eliminate this.
- Limited Access to Reproductive Health Services - if there’s limited access to healthcare services such as contraception, fertility treatments, or gynaecological care due to a lack of insurance coverage, time constraints, or workplace support, it’s time to provide access.
It’s time to not only normalise the conversation around women’s health in the workplace, but actively start supporting SRHR for the wellbeing of everyone. Starting right here.
Let’s work together...
1. ‘Advancing Women’s Health and Wellbeing at Work’ program
How it works:
- Stage 1: Awareness & Policy Review - Educating employees & leadership on SRHR topics creating a safe space for open dialogue, followed by a company wide-review of existing policies.
- Stage 2: Policy Implementation for SRHR Support - Based on the policy review, your company introduces/enhances policies to support SRHR, and designs metrics and discloses progress through ESG reporting.
- Stage 3: Access to SRHR Services and Resources - Direct access is provided to reproductive healthcare resources, eg. insurance coverage for gynaecological visits, and/or access to wellness programs or healthcare providers.
- Stage 4: Creating a Supportive and Inclusive Culture - Your company works to normalise discussions around sexual and reproductive health and builds a culture where women feel safe to discuss their SRHR needs without fear of judgement or discrimination.
2. One-off Sessions/Lunch & Learns
Want to book me to speak to your organisation for an engaging & personable one-off session? We can focus on anything from menstruation to family planning to menopause, all in a safe and supportive environment.
Ready to address SRHR in the workplace and experience all this goodness…?
Employee Benefits:
Improved Physical and Mental Health including reduced stress, which helps women perform better at work.
Work-Life Balance and Flexibility empowers women to manage their health without sacrificing professional goals.
Reduced Stigma and Empowerment via normalising discussions around sexual and reproductive health means women can start advocating for their needs.
Increased Productivity and Job Satisfaction due to women feeling valued and understood.
Enhanced Career Progression due to women no longer having to choose between advancing their careers and prioritising their health.
Organisation Benefits:
Enhanced Employee Engagement and Retention due to valuing and prioritising women’s health which increases employee loyalty & fosters a gender-diverse leadership pipeline.
Attract Top Female Talent because your company shines as a progressive, inclusive employer that offers a supportive environment for both personal & professional growth.
Increased Productivity and Reduced Absenteeism as employees are able to manage their health without major disruptions to their work.
Improved Corporate Reputation due to being seen as leaders in diversity, equity, and inclusion (DEI), enhancing brand reputation and appeal to socially-conscious consumers and stakeholders.