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While many factors play into the disadvantages that women experience throughout their careers, biological reproductive health is clearly one of them. Only biological females can get pregnant and bear children, only they menstruate and experience the menopause (even if they identify as a man). Therefore, they are the biological sex more likely to take time away from work for reasons linked to reproductive health.
Workplace career development and pay progression does not traditionally make allowances for people taking time off for childcare, parenthood, miscarriage and painful periods. People experiencing these can find it harder to maintain their career tracks and are left to fall behind. Employers acknowledging this and acting to create better inclusion and equity between employees will draw in the wider range of talent and skills needed in today’s fast changing world.
Drawing on REBA’s brand new Gender-specific benefits research 2023, in association with Peppy, our panel will share the data as well as discuss the practical actions they are taking to support female wellbeing in order to improve careers and close the wealth gaps.
Key issues to be explored:
• The compounding effect on business of talent loss, absenteeism, presenteeism and engagement when there isn’t equity between genders
• The ways in which females are (often inadvertently) excluded from career progression and pay rises
• Understanding the impact of reproduction-linked health on women at work: why does it matter to employers?
• Rethinking working practices and policies so they work better for all
• The wellbeing and medical interventions that make the difference
• The most effective employee benefits to support all genders
• How closing the health gap can help close the pay and pensions gap
Thanks to strategic partner Peppy for supporting this REBA webinar
Panel chair:
