The statistics underscore the significant presence of women in the workforce, but the journey toward improved working conditions is far from over. Insights from the ‘Women’s Health – Let’s talk about it’ survey by Gov.uk shed light on the impact of health conditions on women’s work experiences, emphasising the need for change.

Key Findings:

1. Impact on Work Experience: 62% of respondents noted that a health condition or disability affected their work experience.
2. Call for Openness: Many respondents urged employers to foster openness and discussions about female health with line managers.
3. Educational Imperative: 67% of respondents in a Bupa survey expressed a willingness to be more honest about symptoms with a female boss, underscoring the necessity for education on menopause, periods, sexual health testing, and related topics.
4. Normalisation Challenges: Despite the prevalence of female health issues, 8 out of 10 menopausal women couldn’t communicate the reasons for taking time off, and 46% felt uncomfortable disclosing period-related absences.

1. Educational Initiatives: Comprehensive education for all employees on female health topics to foster understanding and inclusivity.
2. Open Dialogue: Hold topic specific workshops which provide a secure environment where you can encourage conversations about menopause, periods, and related matters in the workplace to destigmatise and normalise these discussions especially for managers of people.
3. Flexible Working Environments: Provide flexible working options and create safe spaces to alleviate stress, supporting women’s overall well-being.
4. Reasonable Adjustments: Undertake risk assessments and provide adjustments that will be supportive on a case by case basis. You can repurpose spaces to provide a quite relaxation room, provide fans, consider implementing agreeable checklists for those with memory fog and allow regular breaks. Implementing these sorts of changes openly demonstrates your supportive approach as a company. The Path Forward: Addressing the lack of awareness surrounding female health is a collective responsibility. Through accessible education and open dialogue, we aim to create an inclusive and accepting workplace where all employees feel comfortable discussing and prioritising their health.

From a business perspective, put simply, these simple changes will save money, time and reputation.

In many instances, we’ve witnessed women who have dedicated years to their roles feeling compelled to step back due to a lack of support or understanding regarding female health issues. Regrettably, this can sometimes escalate into disputes with their employers.

Take, for example, a recent case where our advisor was called to assist with an investigation at a client’s site. The company was contemplating disciplinary action against a female employee who was consistently forgetting and omitting items from the stock take.

Upon investigation, it became apparent that the staff member was grappling with symptoms of menopause. She worked long days in a hot kitchen while being required to don a heavy tabard as part of her uniform.

We advised that reasonable adjustments were essential in this scenario, and proceeding with disciplinary action would be fundamentally unjust. Subsequently, we supported our client in conducting a welfare meeting with the employee, who expressed immense gratitude.

Our suggestions included providing a lighter uniform, a fan for cooling, regular breaks, and implementing a simple checklist for the stock take, rather than relying solely on memory. A few months later, when we checked in with the company, they reported no further issues. The employee was excelling in her role, thanks to the supportive measures put in place.

This case exemplifies why SMEs should seriously consider making changes to support female health in the workplace. Not only does it foster a more inclusive and understanding environment, but it also ensures that valuable employees can continue contributing effectively to the success of the company.

In this scenario, the manager of this employee was a young male who demonstrated little knowledge of the struggles of women in the workforce. That’s not to say that all young men are not educated on women’s health, but by addressing and educating all staff on issues related to female health in a fair and supportive manner, companies can mitigate the risk of disputes and legal action, ultimately saving valuable resources and preserving the company’s reputation.