When it comes to women’s health benefits and treatment in the workplace, there are often shortcomings. Despite being a crucial aspect of women’s healthcare, infertility and menopause have historically been regarded as taboo topics in the workplace. However, a recent survey conducted by Carrot Fertility found that the availability of comprehensive health benefits could be the reason someone chooses to stay or leave a company.
The survey, which was conducted among 5,000 respondents planning or building a family, revealed that 65% of them said they would switch jobs to work somewhere that offered fertility benefits. Additionally, 72% said they would remain at their company longer if their company provided those benefits.
The survey also showed that 75% of respondents characterized fertility benefits as a key part of an inclusive company culture.
Menopause is another issue that women face that has a taboo attached to it, making it challenging for women to discuss their menopausal symptoms with their managers or colleagues. According to senior author Ekta Kapoor, women often fear bias, discrimination, and stigmatization in the workplace, which makes them reluctant to disclose their symptoms. Recognizing these concerns and creating a safe workplace environment for women to discuss their healthcare needs may help address this issue.
The Mayo Clinic has recommended that clinicians ask women about menopause symptoms and offer guidance and treatment, while employers create and implement workplace strategies and policies to help women navigate this universal life transition. Since menopause occurs when women are around 52 years old, those affected make up a large part of the workforce. The effects of menopause symptoms can cause worker absenteeism, productivity loss, increased medical costs, and lost chances for career advancement, which can add up over time.
In light of this, employers should create safe environments for women to talk about their healthcare needs, provide employer and manager education and training, and offer supportive policies around sick leave and flexible hours. It’s also essential to prioritize women’s health benefits and treatment to foster an inclusive and supportive work culture.
A Workhuman survey conducted last year found that less than half of the women who responded felt their employers were supportive relating to their menopause, birthing process, or wedding planning. Therefore, employers must do more to support women’s health needs.
The availability of comprehensive health benefits is vital to the retention of women employees. Employers must recognize the importance of women’s health benefits and treatment and create safe and supportive workplace environments for their female employees. By providing comprehensive health benefits and policies that support women’s health needs, employers can foster an inclusive and supportive work culture, which can ultimately lead to better retention and increased employee satisfaction.