While Mental Health Awareness Month shines a light on various struggles, the mental well-being of women at work often goes unnoticed.
"Prioritising women's mental health in the workplace isn't just about fairness - it's about building a foundation for strong, resilient, and empowered teams."
- Arianna Huffington, Co-Founder, The Huffington Post
- Half of employed women report feeling more stressed than just a year ago.
- Only a third of these women feel comfortable discussing these issues at work, fearing discrimination and negative career consequences.
These statistics paint a concerning picture, highlighting a hidden crisis for many women in the workplace. While Mental Health Awareness Month shines a light on various struggles, the mental well-being of women at work often goes unnoticed.
Increasing stress levels, a deafening silence surrounds mental health, and workplace structures seem to prioritise productivity over well-being. This combination creates a hidden crisis for many women.
This article delves deeper, exploring the unique challenges women face at work and the impact on their mental health. We'll also explore solutions, paving the way for a more supportive and mentally healthy work environment for all.
Stress at a High, Voices Silenced
The Deloitte Women @ Work 2024 report highlights the need for open communication about mental health in the workplace. Women are unable to voice their mental health concerns at the workplace for the fear of discrimination and negative career consequences. This apprehension is rooted in past experiences – where one in ten women has faced negativity when attempting to talk about mental health in the workplace.
Emma Codd, Global Chief Diversity, Equity, and Inclusion Officer, Deloitte said, “Despite a small number of improvements since last year, our survey tells us that women are facing mounting pressures in the workplace, their personal lives, and in their communities. Globally, women feel their rights are backsliding, they are experiencing increased stress and taking on the majority of household tasks at home. Alongside this they are experiencing non-inclusive behaviours at work, are concerned for their safety and feel unable to disclose when they are experiencing women’s health challenges. This is a situation that must change—and employers must enable this.”
Working Through Pain, Ignoring Needs
27% of women grapple with challenges related to menstruation, menopause, or fertility. Despite this, many choose to "power through" the pain, worried about judgment or career roadblocks if they take time off. The discomfort extends beyond the physical – the number of women comfortable discussing these issues with managers has actually decreased compared to last year.
The Weight of Caregiving
The weight of caregiving responsibilities adds another layer of stress. Half of partnered women with children carry the majority of childcare duties, and nearly 60% are primarily responsible for caring for other adults in their households. These burdens are only growing, and a strong correlation exists between women who shoulder the most responsibility and significantly worse mental health.
Work-Life Balance
Work-life balance is a critical factor influencing women's decisions to stay or leave their jobs. Those seeking new positions often cite poor work-life balance and inflexible schedules as key reasons for leaving the job. Conversely, the ability to manage these challenges is a major reason why women plan to stay with their current employers. Despite this, fewer women feel supported by their companies in achieving work-life balance, and a vast majority fear negative consequences for requesting flexible work options.
Systemic othering of women
Many companies were built with a male-centric workforce in mind. This lack of inclusivity can make it difficult for women to find support or feel comfortable disclosing mental health struggles. The fear of being ostracised or hindering career advancement keeps these issues hidden, further increasing the problem.
Elizabeth Faber, Global Chief People & Purpose Officer, Deloitte said, “It is widely understood that more diverse organisations perform better, yet most organisations in our study are not making visible progress on their commitments to gender equality. To create inclusive cultures that enable women’s success at work, organisations should focus on addressing workplace factors that drive stress, reduce stigma and create a culture where women feel able to disclose challenges with their mental and physical health, support efforts to balance work responsibilities with commitments outside of work, and enact policies that empower women’s career progression.”
The Path Forward: EquiLead OD Program
While these challenges are complex and multifaceted, we at EquiLead, are on a mission to curate solutions to eliminate these barriers that hinder women’s professional growth. Our Organisation Development Program (ODP) on gender equity tackles these issues, fostering a workplace culture that prioritises mental well-being for all employees, but with a specific focus on addressing the unique challenges faced by women.
Here's how our ODP empowers social impact organisations to create a supportive and inclusive environment:
- Exploring Hidden Biases: Our program delves into the root causes of gender inequality, including unconscious bias and power dynamics. Through workshops and assessments, we help organisations identify these issues within their structures and develop strategies to dismantle them.
- Building Awareness: We equip all employees with the knowledge and understanding of key gender concepts. This includes exploring gender stereotypes, the importance of gender equity, and how societal norms can manifest in the workplace. This heightened awareness fosters empathy and creates a foundation for building a more inclusive environment.
- Promoting Supportive Practices: EquiLead's ODP goes beyond awareness-raising. We work with partner organisations to implement evidence-based policies and initiatives. This can include flexible leave policies, encouraging therapy and self-care through allowances or referrals, and providing access to mental health resources.
We recognize that each organisation has a unique context. Our program is designed to be adaptable, considering factors like geographical location, employee demographics, and the social impact focus of the organisation. This ensures the solutions we develop are truly impactful and address the specific needs of your workforce. If you want to partner with us to create a workplace culture that fosters mental well-being for all, empowering women to thrive and achieve their full potential, then reach out to us at maathangimohan@equilead.org.
