Support for women in the workplace: It’s all about the timing

Women have earned their place in the boardroom and as managers so now we should back them with female-specific support when they need it.

As women start to consolidate their position in more managerial roles and in boardrooms, attention is turning more to how we can better support our female colleagues.

Each stage of a woman’s life comes with different challenges, obstacles and pressures. As such, each company needs to consider and implement women-specific support when it's needed.

Here we discuss ways to support and empower women in the workplace.

1. Menstruation

Periods can be debilitating, especially for those with conditions such as endometriosis or polycystic ovary syndrome (PCOS).

Women often feel embarrassed having to sneak to the bathroom or take time off to deal with their period at work. They may even suffer in silence with symptoms such as cramps, fatigue, bloating, backache and mood changes.

Some women are unable to tell their managers the real reason for their absence fearing it could hinder their career progression.

Training management about the diversity of menstruation experiences can help tackle any stigma. Managers should be open to allowing women to work from home if needed and handle any absences with compassion and flexibility. For those who come into the office, providing free sanitary products, heat pads, and herbal tea can create a more inclusive space and help to normalise menstruation in the workplace.

2. Menopause support

The menopause can have life-changing effects on physical health and mental wellbeing. Symptoms can include hot flushes, brain fog, as well as long-term effects on the brain, skin, periods, muscles and emotions.

It's important to make reasonable adjustments to help women feel comfortable at work during perimenopause and menopause.

Consider introducing fans, breathable uniforms, or allowing women to work in cooler parts of the office.

If they experience memory problems, helpful reminders and check-ins with line managers may aid organisation and productivity.

Employers should educate managers to understand all aspects of the menopause with periodic updates and keep the workforce aware of policies and support.

3. Fertility support

Although not solely a women’s issue, raising awareness about fertility challenges helps foster an inclusive culture.

Managers can lend an empathetic ear, signpost to specialist support, and implement practical steps to improve their colleagues' wellbeing.

Women may need additional time away from the office for investigative procedures and treatment, and such absences should be managed compassionately. Flexible working arrangements may reduce stress and allow women (and their partners) the time and space to face fertility issues with their employer’s support.

4. Family planning: adoption and surrogacy

Employers should have comprehensive adoption and surrogacy policies in place to recognise the unique challenges these processes face, making employees feel respected and reassured that their family planning journey is valued.

5. Pregnancy and post-partum care

During pregnancy, managers can be receptive to individual needs to ease pregnancy and alleviate stress by offering flexibility, such as starting the working day later if a woman has morning sickness. Employers should prioritise the safety of pregnant employees and conduct risk assessments to determine necessary adjustments.

Returning to work after having a baby can also be a difficult transition. Some mothers may feel separation anxiety, others may be relieved to be back at work.

Talk to staff to find out specifically what practical changes would ease their return to work and take appropriate steps. For example, managers can be made aware of signs of post-partum depression and be able to signpost women to relevant support.

Practical difficulties, such as breastfeeding, should be accommodated with private spaces and storage for breastmilk.
Employers should openly ask female employees what practical changes would ease their return to work and take active steps to implement suggestions.

6. Childcare

Employers should allow flexible work arrangements if a parent needs to leave early to pick up their child from school or take leave due to a child becoming unwell.

7. Pregnancy loss

Women who have experienced a miscarriage, ectopic, or molar pregnancy may need time off work to recover. Staying in touch and respecting the employee’s wishes about sharing information with colleagues is crucial.

Sending a card and flowers may be appropriate if they are comfortable with colleagues knowing about their loss.

Important dates, such as the anniversary of a loss, should be handled sensitively, and employees should ideally
be forewarned of co-worker pregnancy announcements to avoid triggering emotions unexpectedly.

8. Imposter syndrome

Women can be very good at downplaying their talents and skills, and ‘imposter syndrome’ is a real threat to women reaching their fullest potential. Women can sometimes feel ‘on the back foot’ compared to their male counterparts, especially if they are going through any of the life experiences discussed above. As a result, women may not put themselves forward for promotions as frequently as men do.

It is vital that management encourages and supports women to progress within an organisation, fostering confidence by celebrating their strengths and reiterating that there are equal opportunities, bolstered by the women-specific support available to them.

Conclusion

Employers must continue to recognise that women have bespoke needs that can change over time.

It is imperative to keep women’s issues and the support available to them on everyone’s radar.

Raising awareness is key as there will always be women entering new stages of their life and wondering where and how they can get support.

Feeling safe and supported at work shouldn’t feel like a perk but should be the norm. Empowered women empower others in the workplace.