The Struggle of Women Wellbeing at Work
Women have always faced a variety of challenges in the workplace for ages, from balancing professional and personal responsibilities to overcoming unconscious biases and navigating career development barriers. It is vital that organisations start supporting women’s wellbeing in the work environment and advocate for healthier, happier teams and more inclusive cultures.
In this article, we address the different ways organisations can support women’s wellbeing.
Providing Wellness Resources
High performance, continuous connectivity, and unwavering resilience are frequently required in today’s workplace. Cultural expectations to “do it all,” be excellent at work, take care of family, maintain relationships, and handle the unseen labour of childcare can sometimes double this stress for women, as they do for many others. Even though this juggling act is frequently performed gracefully, it can eventually have a significant impact on one’s physical and mental health.
Organizations should be aware of the long-term effects on women’s health that can result from accumulated stress, anxiety, and burnout. In order to solve this, organizations should make mental health and wellness resources accessible, including certified therapists, wellness workshops, meditation sessions, and digital tools that assist people in managing stress. A key component of wellness initiatives is also increasing awareness, which can be done by providing safe spaces for conversations, health literacy programs, and educational workshops.
Creating a Safe Workplace Culture
Most organizations don’t realize how important a perceived safe workplace is. Women’s mental health, job satisfaction, and long-term career advancement are directly impacted by creating an environment at work where they feel safe, respected, and valued.
However, performative policies alone are not enough to create a safe and comfortable work environment for women. The implementation of anonymous reporting systems, consistent, and the true inclusion of diverse voices in leadership at all levels are all necessary for sustained action and accountability.
Granting Parental leave Support
For many women, parenthood marks a breaking point in their careers. Without adequate leave, resources, and flexibility, these life changes often lead to restricted career development, burnout, or even resignation.
To support them, initiatives such as family leave policies that encourage both parents, providing on-site or supported child care, lactation rooms, and parenting support groups can reduce the pressure of juggling work and family responsibilities by a significant margin. These benefits indicate that a firm doesn’t just need its employees as employees, but as whole individuals with shifting needs.
