Women’s health in focus: The checks and care employers should prioritise this October

With Breast Cancer Awareness Month taking place throughout October, and World Menopause Day on the 18^th, employers have a timely reason to look at how they’re supporting the women in their workforce.

Why women’s health belongs on the workplace agenda

Startling evidence from the CIPD shows that a lack of attention to women’s health in the UK, is limiting women’s participation at work and impacting the wider economy.

The UK has the largest female health gap in the G20 and the 12th largest globally. Meanwhile, the NHS Confederation report, highlights the substantial cost of neglecting women’s health. With a lack of support for conditions such as menopause, endometriosis and severe period pain costing the UK economy almost £11 billion each year through absenteeism and reduced productivity.

Beyond the financial impact, these conditions can have a profound effect on women’s mental and physical wellbeing as well as their financial security. It’s clear that supporting women in the workplace is the right thing to do – both morally and financially.

Here are 3 ways employers can make a meaningful difference this October:

1/ Create a menopause-friendly workplace

Menopause is increasingly recognised as an important workplace issue, with many women experiencing symptoms while continuing to work for many years. Employers can take practical steps to create a more comfortable and supportive environment, by:

• Providing access to fans or improving ventilation where possible
• Considering uniform or dress-code requirements to allow employees to stay comfortable
• Making cold drinking water readily available
• Encouraging managers to have open, but confidential conversations about adjustments and support – offering basic but vital menopause training
• Considering flexible working or amended hours where appropriate
• Using World Menopause Day (October 18^th) as an opportunity to raise awareness amongst the workplace

Helping to create a working environment where women feel they can explain what they need without feeling embarrassed or judged.

2/ Use October to encourage breast health awareness

Breast Cancer Awareness Month provides a valuable opportunity to remind employees about the importance of being familiar with changes in their breasts and attending screening when invited.

Simple workplace initiatives could include:

• Sharing articles or resources on the company’s intranet, that signpost to reputable sources of further information
• Displaying information about NHS breast screening and how employees can seek medical advice if they notice changes
• Reminding employees of the health and wellbeing benefits available through the company’s employee benefits package

These small actions can help encourage early detection and greater awareness.

3/ Support women through every life stage

Women’s health isn’t limited to breast cancer and menopause. Employers should also consider support and education around:

• Fertility and reproductive health
• Pregnancy and maternity
• Pregnancy loss
• Endometriosis
• Mental health
• Menstrual health
• Menopause and perimenopause
• Caring responsibilities

Simple changes can make a big difference. For example, making it easier for women to attend medical appointments without using annual leave, would be a major benefit.

A useful starting point is to actually ask employees what support they need and value. Employee surveys, focus groups and benefits feedback can reveal needs and gaps that aren’t always obvious.

What further support is available?

October’s focus on breast cancer and menopause is an important reminder that women’s health deserves a place in workplace conversations. But employers don’t need to wait for an awareness month to make changes. A health care cash plan gives employees a practical benefit they can use throughout the year, while helping employers demonstrate a tangible commitment to employee health and wellbeing. Find out more at Employer Paid – Handy Health Cover. Cover starts from £4.15 per month per employee.*

*The price shown is per employee, per month when covering 700+ employees and applies where there is no existing health cover in place. If you have an existing employer paid cash plan with a different provider, please contact us for a quote.