According to a new study, one in five UK employees – or 6.8 million people — do not receive coaching or awareness-building assistance related to gender-specific issues, such as the menopause or gender-based cancer screens.
Towergate Employee Benefits published a study that found a lack of workplace initiatives to educate and support gender-related issues.
Debra Clark said, “It’s essential to increase awareness and provide educational materials regarding gender-specific workplace issues,” Towergate Employee Benefits head of wellbeing Debra. Improvements in understanding can have a positive effect on everyone working.
The report states that while organisations are starting to recognize the importance of providing support to women’s health, there is inconsistency in the way this support is provided and to whom it goes.
Senior leaders are not aware of the problem.
Only 7 percent of companies offer coaching and gender awareness to their senior management, while 24 percent offer this support to line managers. Clark stated that it was important for senior leaders to have a thorough understanding of gender issues in order to support support programmes as well as to set an example.
She said that it can be helpful to employees when they see their senior colleagues embracing a benefit and/or promoting them. Culture often comes from the top down, so support by C-suite members can have a wide-ranging effect.
Data suggests that initiatives focusing only on line managers and affected employees are missing the chance to promote a wider understanding throughout the organization. A broader awareness could help reduce stigma, and create a more inclusive culture at work.
Training programmes that include all participants are more effective
Only 18% of employers provide this training to their entire workforce regardless of age, gender or seniority. Clark suggested that a more inclusive strategy may be more successful.
She said that it is better to educate everyone about gender-specific concerns than to provide awareness and coaching only to those who are affected. While some groups prefer to coach in smaller groups, within specific demographics or groups, providing awareness sessions to all employees will help them better understand each other.
Employers who take a holistic view of wellbeing are more likely than others to create inclusive environments in which employees can openly discuss health issues and receive support without being judged or excluded.
Measuring the impact of a project is a difficult task
Researchers also examined whether employers believed their current wellness strategies were effective. Only 39 percent of employers said that their current approach works to support their employees, while only 36 percent stated that their organization offers enough support. Only 29 percent of respondents reported actively measuring the success their support programmes.
Less than a quarter of senior leaders (24%) feel prepared to provide support for staff in gender-specific issues. Just over a third of respondents (34%) said that line managers were confident about offering support.
Clark stated that measurement is crucial to ensure wellbeing strategies are aligned and effective with employee needs.
Measuring success is essential for any kind of support. How can an employer be sure that the benefits offered are actually having a positive impact on their employees? “They could be wasting money on support that has no impact.”
Benefit advisers can provide guidance and strategies.
Employers who want to better support gender-specific health issues and wellbeing can work with benefit advisers to develop tailored solutions. They may include webinars or training programmes. Benefit fairs or awareness campaigns are also possible.
Clark stated that a personalized strategy that incorporates input from employees would be more effective. “Forward thinking employers will ask their employees directly what they need and if it works. The most effective approach is a personalised one.
“Gender-specific assistance is increasing and will continue to grow.” Coaching and awareness-building are just two of the many ways that gender-specific support is vital in our rapidly changing social climate. Benefits advisers can guide employers about what’s available and how they can help.
