In less than half a century, Canadian workplaces held the authority to dismiss women simply for being pregnant. However, a significant milestone in 1978 saw the Canada Labour Code amended to eradicate pregnancy as a valid reason for termination.
Throughout their careers, women and non-binary individuals encounter a diverse spectrum of health concerns, each journey unique in its own right. Regrettably, topics related to women’s health, including menstruation, maternity, and menopause – the “three Ms,” are frequently considered taboo subjects and largely unaddressed within the workplace.
Nonetheless, women’s health is undeniably a critical concern for businesses.
As organizations strive for greater inclusivity, closing the women’s health gap within the workplace should ascend to the summit of their priorities. Beyond simply being the morally right course of action, an array of studies substantiates the compelling business rationale for cultivating more equitable work environments. Companies with a greater representation of women in their executive echelons consistently yield superior returns compared to those devoid of female executives. One study postulated that advancing gender equality and women’s participation in the economy could augment Canada’s GDP by as much as $150 billion.
For many women in the workforce, health-related issues – spanning from family planning to menopause – often coincide with pivotal phases in their professional journey. This is where organizations can play a pivotal role in offering support.
Take menopause, for instance. The Menopause Foundation of Canada highlights that the shroud of silence enveloping this particular “M” leaves many women ill-prepared for this life stage, with detrimental implications for their health. Astonishingly, three-quarters of working women report a lack of employer support during this phase. Why should employers care about menopause? A quarter of Canada’s labor force comprises women over 40, and the average woman spends up to half of her working life navigating the menopausal transition, frequently during the peak of her career.
So, how can employers bolster women in the workforce and foster health equity across various career stages?
The pandemic underscored the inadequacy of a one-size-fits-all approach to employee health and well-being. Instead, comprehensive strategies that account for the diverse needs of the workforce are essential. To bridge the women’s health gap and forge inclusive workplaces, companies should contemplate the following three strategies:
Training and Education: Organizations must equip managers and employees with the knowledge and tools to engage in candid conversations about women’s health concerns in the workplace, thereby dismantling the stigma. Cultivating a culture of transparency fosters open dialogue about women’s distinct health experiences, encompassing topics such as miscarriages, menopause, menstruation, and more.
Rethinking Benefits and Services: Ensuring that women have the resources they need to thrive necessitates expanding benefits and services to be more inclusive of women and non-binary individuals. Recognizing that women’s health is multifaceted and extends beyond pregnancy, businesses should design benefit strategies encompassing family planning, menopause, and a broader spectrum of health and mental health issues to ensure equitable access to care, thereby enhancing health outcomes and driving business success.
Integrating New Policies and Work Patterns: Recent years have unveiled the advantages of novel approaches to work. Balancing work and personal life can pose particular challenges for women, especially during pivotal life stages. Flexible work arrangements, such as hybrid work or flexible schedules, provide employees with the latitude to attend medical appointments and fulfill family responsibilities. The vast majority believe that the flexibility offered by hybrid work functions as an equalizer in the workplace.
In conclusion, women’s health isn’t solely a matter of individual well-being; it is also a compelling business imperative. The gender diversity and inclusivity of a workforce are intrinsically tied to a company’s prosperity and profitability. By adopting holistic strategies that support women’s health throughout their professional journeys and life stages, employers can cultivate more resilient, productive, and compassionate workplaces.
