One in five employees in the UK – equivalent to 6.8 million people – do not receive any coaching or awareness-building support related to gender-specific health and wellbeing issues such as menopause, fertility or gender-based cancer screenings, according to new research.
The study, published by employee benefits advisor Towergate Employee Benefits, found a shortfall in workplace initiatives around education and support for gender-related health issues.
“It is essential to raise awareness and provide education regarding gender-specific issues in the workplace,” said Debra Clark, head of wellbeing at Towergate Employee Benefits. “Improvements to understanding can clearly bring a positive impact for everyone in the workforce.”
According to the report, while many organisations are beginning to recognise the value of support for gender-specific health concerns, there are inconsistencies in how that support is delivered and who receives it.
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Limited awareness among senior leadership
The research found that just 7 percent of employers offer gender-specific coaching and awareness to their C-suite, compared with 24 percent who offer such support to line managers. Clark said it is vital that senior leadership has adequate understanding of these issues, both to endorse support programmes and to lead by example.
“It can be very helpful for employees to see senior members of staff taking up a benefit themselves and/or promoting it: culture often emanates top-down, so C-suite support can have far-reaching effects,” she said.
The data suggests that initiatives focused only on line managers or affected employees miss the opportunity to foster wider understanding across the organisation. Broader awareness could also help reduce stigma and enable a more inclusive workplace culture.
Inclusive training programmes more effective
While 30 percent of employers offer coaching only to those affected by gender-specific issues, just 18 percent extend this education to the entire workforce, regardless of gender, age or seniority. Clark argued that a more inclusive approach may be more effective.
“It is far better to educate all about gender-specific issues than to only provide awareness and coaching for those affected,” she said. “While some groups may prefer to undertake coaching in smaller groups within specific demographics, also providing overall awareness sessions for all means that employees are better able to understand and support each other.”
Employers that pursue a holistic approach to wellbeing are more likely to build inclusive environments where employees can speak openly about health concerns and seek support without fear of judgement or exclusion.
Measuring impact remains a challenge
The research also looked at whether employers believe their current wellbeing strategies are effective. Just 39 percent said their approach is working to support employees, while 36 percent said their organisation is offering enough support. Only 29 percent reported that they actively measure the success of their support programmes.
Fewer than a quarter (24%) said senior leaders feel equipped to support staff on gender-specific wellbeing issues. Meanwhile, just over a third (34%) believed line managers are confident in offering support.
Clark said measurement is essential to ensuring wellbeing strategies are effective and aligned with employee needs.
“Measuring the success of any type of support is vital. Otherwise, how does an employer know that the benefits they are offering are having any positive impact at all on employees? They could be ploughing precious budget into support that is having no effect.”
Guidance and strategy from benefits advisers
The report suggests that employers looking to improve support for gender-specific health and wellbeing issues can work with benefits advisers to create tailored solutions. These may include webinars, training programmes, benefits fairs and awareness campaigns.
Clark said a personalised strategy that includes input from employees will be more effective. “Forward-thinking employers will ensure they are directly asking the employees what support is needed and whether it is working. A personalised approach is likely to be the most effective.
“Gender-specific support is growing and will continue to do so. In our rapidly changing social environment, coaching and awareness-building comprise just one vital part of gender-specific support. Benefits advisers will be able to provide guidance for employers on what is available and how it can help.”
