It’s Women’s Health Week this week. And whether you’re a woman yourself, or working alongside women, it’s a timely opportunity to take a look at wellbeing in the workplace and how small-business leaders can make a positive impact.
Unfortunately, it’s common for women to put the needs of everyone else ahead of their own, meaning we don’t prioritise our own health and wellbeing until it reaches a crisis point.
Why?
It comes down to the Gender Code, that set of beliefs that tells us men are natural providers, and women are natural carers. Meaning women are so busy setting up others for success, that their own health is not a priority. Women are stretched emotionally, mentally and financially as they try to put the needs of everyone around them first, and to do more, with less.
As Women’s Health Week & Community Engagement Manager Renea Camilleri said, “It may seem absurd, but women need reminding that it’s okay to put themselves first. So often they put the needs of family, friends, even their pets, above their own.”
The pandemic has also exacerbated health issues for women, particularly those in the role of Lead Parent. For some, it made existing health conditions worse, and for others (like myself) it was the first time they’d started experiencing mental health struggles such as anxiety and depression.
So, what can small-business leaders do to support women’s wellbeing this Women’s Health Week?
Ask, rather than assume
Women’s Health Week is a good opportunity to have meaningful conversations with the women in your team. To ask them how they are feeling, and give them a safe space to share any challenges they might be facing. It’s important to ask, rather than assume. Sometimes asking can help provide a solution you might not have considered, for example, some women would value flexibility over a pay rise, if it meant they had more space outside of work to commit to the health practices they find beneficial.
Get people together
It’s always great to get people together, even if it isn’t actually during Women’s Health Week. Organising a team day where people can connect outside of their usual work environment can be a great way to identify what’s important to the women (and men) on your team, and a positive experience for all. For example, having time out of the office to hear from an inspiring speaker or take part in a group activity.
Be mindful
How flexible is your business? While it can be hard for small businesses to offer the same level of flexibility as larger corporations, there might still be ways to support the women on your team. It comes back to asking, rather than assuming. Perhaps finishing half an hour earlier on a Friday would make a big difference to someone’s mental health. Or perhaps offering your team a subscription to a mindfulness app for use when they need time to unwind during work breaks could really help people feel supported. Open up the discussion to your team, you might be surprised at the ideas that come back.
Look for the load
Are women on your team carrying an extra load? Often women are expected to take on additional tasks in the workplace which are ‘non-promotional’ tasks. The kinds of things that don’t add value to them or their careers, but add more to their plate of responsibilities. For example representing at events, organising birthday presents for the office or taking minutes in meetings. Is there anywhere you can help lighten the load by more fairly distributing these tasks?
Together, we can all make a contribution to supporting women’s health. Even small changes can make a big difference.
