Women continue to shape and redefine the modern workplace, yet many still face challenges that impact their health, productivity, and career progression.
The Women’s Report 2024, sponsored by Stellenbosch Business School in association with the South African Board for People Practices (SABPP), presents crucial insights into the health and well-being of working women. This article highlights key themes from the report, focusing on menopause, workplace stress, pregnancy, and breast cancer support, while also offering strategies to foster a more inclusive and supportive work environment.
Menopause in the workplace: breaking the silence
Menopause, a natural phase of life, is often overlooked in professional settings despite its profound impact on women’s well-being. Dr. Antonella Silver’s paper, Menopause and the Modern Working Woman, sheds light on how fluctuating hormone levels lead to symptoms such as hot flashes, cognitive decline, insomnia, and mood swings, all of which can affect work performance (Silver, 2024).
Workplace support for menopausal employees is essential. Employers should create policies that promote open discussions about menopause, introduce flexible working hours, and provide access to health resources. As Dr. Silver emphasizes, “Managers should increase awareness while building relationships of openness and trust to ensure transparent communication and support” (Silver, 2024, p.6).
The double-edged sword of workplace stress
Stress is a universal workplace challenge, but women often experience it differently due to societal expectations and additional responsibilities. Professor Renata Schoeman’s research, Women and Stress in the Workplace – Eustress or Distress?, differentiates between positive stress (eustress), which enhances productivity, and distress, which leads to burnout and mental health issues (Schoeman, 2024).
Women are disproportionately affected by workplace stress due to factors such as the gender pay gap, caregiving responsibilities, and unsafe work environments. The Women @ Work 2024 report by Deloitte found that burnout levels, while declining, still affect a significant number of professional women, with half reporting increased stress in the past year (Deloitte, 2024).
Employers can mitigate workplace stress by fostering psychological safety, promoting work-life balance, and implementing mental health support programs. As Schoeman notes, “Ensuring organisational policies reflect the importance of women’s health, both physical and mental, is crucial” (Schoeman, 2024, p.15).
Pregnancy and work: balancing two worlds
Pregnancy in the workplace presents unique challenges, from physical strain to concerns about career progression. Professor Salome Maswime’s paper, Working While Pregnant – Balancing Two Worlds, highlights how many women feel pressured to maintain high performance levels despite pregnancy-related fatigue and discomfort (Maswime, 2024).
Maswime also addresses workplace policies regarding maternity leave. While South African labor laws grant four months of maternity leave, financial constraints often force women to return earlier than recommended. Furthermore, many women hesitate to disclose their pregnancy due to fears of discrimination.
To better support pregnant employees, businesses should implement risk assessments to ensure safe working conditions, encourage flexible schedules, and normalize conversations about pregnancy-related needs. “Women are generally able to work during most of their pregnancy, but symptoms could make it difficult to cope with certain tasks and pressures,” Maswime asserts (Maswime, 2024, p.20).
Supporting employees with breast cancer
A breast cancer diagnosis can have a profound emotional and physical impact, often disrupting careers. Mia Barnard’s paper, Supporting Women Employees with Breast Cancer, highlights the importance of workplace accommodation for affected employees (Barnard, 2024).
Barnard stresses that employers should offer practical support, such as flexible leave policies, remote work options, and emotional well-being programs. Many women undergoing cancer treatment face challenges like fatigue, cognitive changes, and the financial burden of medical expenses. Workplaces should foster an inclusive culture that encourages open dialogue about chronic illnesses and provides resources for employees navigating treatment.
As Barnard explains, “Creating a supportive work environment for employees with breast cancer not only helps them but also contributes to an inclusive corporate culture” (Barnard, 2024, p.28).
Building a healthier future for working women
The insights from the Women’s Report 2024 underscore the urgent need for workplace policies that prioritize women’s health and well-being. Companies can take the following steps to create a more inclusive and supportive work environment:
- Implement menopause-friendly policies: Provide access to health resources and flexible working options.
- Address workplace stress: Introduce mental health programs and encourage work-life balance.
- Support pregnant employees: Ensure workplace accommodations and fair maternity leave policies.
- Assist women facing breast cancer: Offer flexible work arrangements and emotional support programs.
By acknowledging and addressing these challenges, businesses can foster a workplace culture that empowers women to thrive both professionally and personally.
References
- Silver, A. (2024). Menopause and the Modern Working Woman. In A. Bosch (Ed.), Women’s Report 2024: Women’s Workplace Health. Retrieved from www.womensreport.africa
- Schoeman, R. (2024). Women and Stress in the Workplace – Eustress or Distress?. In A. Bosch (Ed.), Women’s Report 2024: Women’s Workplace Health. Retrieved from www.womensreport.africa
- Maswime, S. (2024). Working While Pregnant – Balancing Two Worlds. In A. Bosch (Ed.), Women’s Report 2024: Women’s Workplace Health. Retrieved from www.womensreport.africa
- Barnard, M. (2024). Supporting Women Employees with Breast Cancer. In A. Bosch (Ed.), Women’s Report 2024: Women’s Workplace Health. Retrieved from www.womensreport.africa
- Deloitte. (2024). Women @ Work 2024: A Global Outlook. Retrieved from www.deloitte.com