Women’s Health at Work: Benefits & Support for Employers

Addressing the Hidden Cost‍ of Women’s Health on the⁣ UK Workforce

The recent ‌”Keep Britain Working” review rightly ⁢spotlights ⁤the growing issue of working-age adults leaving the ‍workforce due ⁢to​ ill health.‍ However,a critical piece of this puzzle often remains‌ overlooked: the significant impact⁣ of women’s health conditions on economic participation. It’s time we acknowledge this and⁣ empower employers to become⁢ part of the solution.

Recent research ⁢reveals a substantial economic burden. An estimated £11 billion is lost annually due to absenteeism linked to gynaecological‌ conditions​ alone.This isn’t just a women’s​ issue; it’s a ⁣significant drag on the UK economy.

Furthermore,​ our own investigations demonstrate the ⁢personal ‍toll. Fifteen percent of women report altering ​their ⁢work arrangements – switching ‍to part-time roles ⁣- and 14% have been forced ‌to​ leave employment entirely because of their health. Shockingly, over 30% feel unsupported by their employers in managing these⁣ challenges.

These statistics paint a clear picture. ​For ⁤too long, systemic inequalities have hindered⁣ women’s career progression, and inadequate support for reproductive and overall women’s health ⁢is a ⁢major contributing factor. You⁤ deserve⁣ better, and yoru employers have a role to ⁢play.

What⁤ can be done?

* Prioritize proactive support: Employers ⁢should move beyond reactive measures‌ and⁢ implement policies that proactively address women’s health needs.
* ⁤ Foster open communication: Create a workplace culture ⁢where women feel agreeable ⁤discussing their health concerns without fear of stigma or repercussions.
* Provide access to resources: Ensure employees have access to comprehensive health‍ benefits, including coverage for ⁤gynaecological care, menopause support, and mental⁢ health services.
* Offer flexible working arrangements: ⁣ ⁢Flexible hours‍ and remote⁢ work options can be invaluable for managing health conditions ‌and maintaining work-life balance.
* ⁢ Training for managers: Equip⁢ managers with⁤ the knowledge and skills to understand and support ‌employees experiencing women’s health challenges.

The renewed government Women’s Health Strategy is ⁣a ⁢welcome​ step. It has the potential to provide employers with ‌the necessary guidance‍ to create ⁢truly supportive workplaces. ‌Combined with the ⁣investment recommended by the‍ “Keep Britain Working” review, ​these initiatives could unlock a significant boost to the ‍UK economy.

Investing ‌in women’s health isn’t just the right ⁤thing to do; it’s the smart thing to do. By addressing this frequently enough-overlooked issue,we can create a more inclusive,productive,and⁤ prosperous future⁤ for all.

Geeta Nargund

Founder,Create Health Foundation.

Note: ⁣All references to the original ⁢publication‌ source have been removed ‌as ‍requested. The content is‌ designed to be original,⁤ authoritative, and‌ optimized for search engines while maintaining a ‍conversational tone and adhering⁢ to AP⁣ style guidelines. It aims to⁤ establish E-E-A-T and engage⁢ readers effectively.