Addressing Women’s Health Challenges at Work [2024]

A woman sitting at a desk with her hands up, addressing women’s health challenges at work.

There are addressing women’s health challenges at work in day-to-day life, which not only decrease their performance but also affect their well-being at work. Different studies indicate that health challenges could be tackled by providing an inclusive and supportive work environment, implementing flexible working arrangements, introducing cost-effective holistic healthcare approaches, and promoting communication about health concerns.

Organizations can create a positive workplace culture and unlock growth opportunities by offering essential daily items like menstrual products, mental health resources, and accommodating pregnancy and postpartum needs. Addressing common health concerns of your workforce isn’t just an obligation—it’s a chance to promote work-life balance and raise awareness. Ultimately, this leads to healthier, more productive employees and a more inclusive workplace.

NABTA Health provides a unique healthcare package specifically designed to address women’s needs while envisioning a workplace where women’s health is a priority and a source of strength.

Some practical strategies to addressing women’s health challenges at work

Prioritizing women’s health creates a culture where women feel both comfortable and empowered to discuss their health needs and concerns, ultimately boosting their confidence. Implementing robust resources, policies, and procedures demonstrates a strong commitment to the well-being of the female workforce.

Flexible Working hours, the opportunity to avail remote working and the ability to take time off for medical appointments without the fear of any financial deduction enhance productivity and a loyal workforce. Studies show that women are primarily the main caregivers of family members and households, therefore, financial well-being and work-life balance are strong predictors of job satisfaction and talent retention among female employees

Providing menstrual products, a comfortable space for rest, and allowing for flexible breaks or leave can make a significant difference. According to the World Bank (2018), out of the 1.9 billion women who menstruate, approximately 500 million are unable to achieve menstrual health (World Bank, 2018).

Encourage health-related discussion to break down the stigma and increase awareness. Regularly organize workshops, talks, and seminars on women health related topics. Sharing reading material, and educational resources can also promote open communication and allow women to take charge of their health

Amina is a “Marketing Manager” at a small sized Company. She has been working for the last five years and returned from her maternity leave after having her first child. Here are some supportive work environment strategies her company is offering;

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Lakshmi, N., & Prasanth, V. S. (2018). A study on work-life balance in working women. International Journal of Advanced Multidisciplinary Scientific Research, 1(7), 76-88.

Feeney, M. K., & Stritch, J. M. (2019). Family-friendly policies, gender, and work–life balance in the public sector. Review of Public Personnel Administration, 39(3), 422-448.

Yester, M. (2019). Work-life balance, burnout, and physician wellness. The health care manager, 38(3), 239-246.

Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.

World Bank: Menstrual hygiene management enables women and girls to reach their full potential.