How employers can help close the gender pain gap

A recent study by Nurofen brings to light a troubling issue surrounding the current state of women’s health at work, with a staggering 20% of women say that having their pain dismissed at work has negatively impacted their careers.

The Gender Pain Gap Index Report reveals that women’s pain is often brushed off or overlooked – especially in the workplace. With 42% of women going through menopause having related pain dismissed by their employer, we clearly have some work to do in creating a more supportive environment. So, how can you make a difference?

Normalise conversations around women’s health

First things first, let’s normalise conversations around health in the workplace. When employees feel safe discussing their concerns, they’re more likely to speak up and get the support they need. Employers can do a lot here, like encouraging open conversations and tackling the stigma around health issues, especially those that disproportionately affect women, such as endometriosis or menstrual pain. 

Managers and HR teams should also receive training on how to handle these conversations with care and respect. Active listening and validation go a long way. It’s about showing employees that their concerns are taken seriously and that the company is committed to supporting them.

Put inclusive policies in place

Health policies should cover a range of women’s health needs. Think about addressing things like menopause, pregnancy complications, or chronic pain conditions. It’s about making sure that no one feels like they have to tough it out in silence. 

Flexible working arrangements can make a huge difference too. Letting employees work from home or adjusting their hours when they’re struggling with pain can make them feel valued and respected. 

Make health resources easily available

Every workplace should have resources to help employees manage their health, especially with NHS waiting times being at an all-time high. This could be an Employee Assistance Programme (EAP) that offers counselling and support specifically for women’s health issues, or by providing Private Medical Care (PMC) through a robust benefits package. 

If you can, consider offering wellness days or on-site workshops. Bringing in health professionals to talk about women’s health or hosting wellness events can be incredibly beneficial in spreading awareness and even shed light on health concerns that may already be unknowingly affecting your employees. It shows employees that you care and are invested in their wellbeing. 

Tackle bias head-on

Bias, even when unintentional, can lead to serious problems like dismissing women’s health. Employers should offer workshops to help staff recognise and challenge these biases. When people are aware of their unconscious tendencies, they’re more likely to respond thoughtfully and supportively. Educating staff about the gender pain gap is a start. Understanding the real-world consequences of dismissing someone’s pain can be eye-opening, and it’s a step towards a more empathetic work environment. 

Make sure HR practices are fair

HR teams should be prepared to handle health concerns fairly and transparently. Setting up anonymous reporting channels gives employees a safe way to speak up if they feel unheard. And it’s not enough to just have these mechanisms in place; companies need to act on complaints and ensure that everyone feels their concerns are valued. 

It’s also worth auditing health-related accommodations regularly. Are the current practices working for everyone, or do they need tweaking? This kind of review can make a huge difference. 

Encourage employee-led advocacy

Employee advocacy groups can make a real difference. Support groups focused on women’s health not only builds community but also gives employees a platform to drive positive change. These groups can work with leadership to improve policies and raise awareness. 

Why not invite guest speakers to talk about women’s health? Sessions on menstrual health, menopause, or managing chronic pain can spark meaningful conversations and build awareness. It’s all about keeping the dialogue open and ongoing. 

Measure progress and keep improving

Finally, it’s important to measure how well these initiatives are working. Regular surveys can help gauge whether employees feel supported, and that feedback should drive continuous improvement. 

Transparency is key. Sharing how health-related concerns are being addressed shows employees that the company takes this seriously. It builds trust that the company is committed to a fair and inclusive workplace. 

If you’d like to learn more about creating an inclusive environment, visit our Knowledge Centre for more articles like this one!