Empowering Women by Supporting Their Well-Being at Work

While much work has been done to break down systemic barriers and biases for women both personally and professionally, these issues still exist. In fact, research collected by the World Economic Forum highlights that, at the current rate of progress, it will take until the year 2158 to reach full gender equality—That’s nearly five generations. This underscores the urgent need for immediate and decisive action, which is why the theme for International Women’s Day on March 8, 2025 is accelerate action.

Women face unique challenges that stem from biological stages and societal expectations. Factors such as menstruation, pregnancy, perimenopause, and menopause can significantly influence women’s physical and mental well-being. Additionally, women often report higher levels of stress as they juggle multiple roles and responsibilities, including work, family life, parenting, caregiving, and additional societal expectations. On top of that, according to Gallup, more than half of working women in the U.S. describe feeling stressed in the workplace, with 42% stating their job has negatively impacted their mental health. Beyond health challenges that men may not face, women are more likely to manage family responsibilities daily—often multiple times a day, disrupting their work and other tasks. They are also more likely to assume child care responsibilities and consider reducing work hours or making job changes to accommodate their families' needs. Furthermore, many women face additional challenges like gender pay gaps, sexual harassment, and lack of leadership representation, making it even more difficult to achieve well-being and equal opportunities in the workplace.

Nearly 77% of women are currently in the workforce, and supporting their well-being at work is a necessary step toward achieving gender equality. By recognizing the complexities women face, employers can implement targeted strategies such as these.

Well-Being Strategies

• Offer mental health support. Women experience more stress related to caregiving, finances, and loneliness than men. They are also twice as likely to think about work-related matters outside of regular working hours. Additionally, women tend to prioritize others’ needs over their own. As a result, many women experience anxiety, depression, and burnout, which can contribute to higher absenteeism, increased turnover rates, and decreased employee engagement. To support women’s mental well-being, ensure resources like Employee Assistance Programs (EAPs), stress management tools, and mindfulness and meditation benefits are clearly communicated and easily accessible. If your organization is not already offering these benefits, consider exploring them as potential options to better support women—and all employees—in achieving mental well-being.
• Provide financial wellness guidance. A study conducted by WebMD reveals that over 40% of women are dissatisfied with their financial wellness. Concerns like paying off debt (student loans and credit cards) and managing caregiving costs are common sources of worry. Factors like gender pay gaps and taking time off from work for childbearing, child care, and caregiving for aging parents or spouses contribute to financial concerns for women. Providing financial wellness resources on topics such as budgeting, creating an emergency fund, and paying off debt can demonstrate support and care for women who are looking for financial guidance.
• Encourage wellness breaks. Encouraging wellness breaks during the workday can be a practical way to support women in achieving their well-being goals. Depending on a woman's stage of life, her goals might vary. For example, a new mom might require a designated "private space" or "wellness room" for lactation. Alternatively, a woman balancing multiple responsibilities outside of work may use a wellness break to engage in exercise, practice stress management techniques, or simply rest and recharge.

Organizational Policies and Resources

Consider reviewing organizational policies like the ones listed below to ensure they address the specific needs of women in the workplace to best support their well-being. Identify any areas where barriers or biases may exist, and adjust where possible to overcome them.

• Offer flexibility. According to Gallup and WebMD, the traditional 9 a.m.-5 p.m., 40-hour workweek isn’t ideal for many women due to multiple responsibilities, mental well-being, and physical health challenges. To better accommodate the needs and health of women, consider exploring these types of flexible work options, if possible, for your organization.
  • Offering a schedule with a later start or earlier departure
  • Hybrid or remote work
  • Four-day workweek
  • Paid time off

Women are likely to take advantage of flexible work options. To further support women in the workplace, ensure they are offered equal opportunities for growth, compensation, and exposure to leadership, while benefiting from the resources offered to them.

• Provide child care and caregiver support. Caring for loved ones, whether children, the elderly, or other family members who need extra support, is a responsibility that often falls on women. Finding reliable and affordable care options is an added challenge many women are forced to tackle. To help support women in this role, here are a few options your organization can consider:
  • On-site child care
  • Child care subsidies
  • Resources to help identify child care or elder care centers (like EAPs or other benefit programs).
• Consider return-to-work support for mothers. Transitioning back to work after maternity leave is a critical time for a woman’s well-being. To support new mothers during this transition, it’s important to provide family-friendly benefits, resources, and flexibility. Some options to consider include:
  • Phased re-entry: Offering options that allow new moms to gradually return to a standard schedule can help ease the transition. It also allows time for new moms to acclimate to their new routine.
  • Breastfeeding support: Providing dedicated private spaces for breastfeeding or pumping is one way to support new moms in this area. Offering additional support through education, community resources, and access to support groups can demonstrate a deeper level of care.
  • Post-partum support: Ensuring your EAP or other benefits include post-partum support can help new mothers with a successful return to work experience.

Training and Education

• Implement trainings, workshops, and seminars. For any of the initiatives mentioned above to be successful and truly support women’s equality, leadership involvement and organizational buy-in is key. Education plays a significant role in helping managers and leaders gain a deeper understanding of women’s health, which can help break down barriers and stigma while fostering a more empathetic approach. Consider offering educational sessions on topics such as menstrual health, pregnancy, menopause, and other areas relevant to women’s well-being. Inviting experts to speak on these topics can provide valuable insights and contribute to a supportive, inclusive work environment.

Women bring a unique and diverse perspective to the workplace, and the risk of not supporting them can have a significant impact on both workplace culture and organizational success. According to the Center for Creative Leadership, when more women are in the workplace, there is a strong correlation with increased job satisfaction, improved culture, and more meaningful work across the organization. So, what steps will your workplace take to empower women and #AccelerateAction?

Resources:

International Women’s Day Resources & Toolkits

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  Ashton DeMoss

  Wellness Content & Information Specialist

  IFEBP

  Ashton DeMoss currently serves as a Wellness Content and Information Specialist at the International Foundation of Employee Benefit Plans, WELCOA’s partner organization. With extensive experience in the worksite wellness industry, she is passionate about promoting health and well-being in the workplace. To prioritize her personal wellness, she enjoys group exercise classes and participating in a monthly book club.