RW - foRWard Health & Wellbeing eMag - April 25 - Flipbook - Page 18
How leaders can support women’s
wellbeing in the workplace
For employers, addressing the speci昀椀c challenges
faced by women at work should be a priority.
According to the Deloi琀琀e report, women
considering leaving their jobs often cite poor work/
life balance and insu昀昀icient workplace 昀氀exibility as
key reasons for their decision.
There are tangible bene昀椀ts to prioritising women’s
wellbeing at work, from boosting sta昀昀 morale and
engagement to reducing productivity challenges
(such as absenteeism and presenteeism) as well as
lowering the likelihood of sta昀昀 turnover, too.
Where can companies start?
Human-centric leadership
As organisations navigate a rapidly evolving
business landscape, adopting human-centric
leadership may be key to their survival. This
approach involves leaders embracing authenticity,
understanding the multifaceted complexities
of their employees, and prioritising inclusivity,
empathy, and a purpose beyond pro昀椀t.
Human-centric leaders foster 昀氀exibility and
psychological safety, ensuring employees' health
and wellbeing are valued, enabling them to
perform at their best. To succeed, organisations
must focus on meeting employees' needs,
promoting continuous learning, and cultivating
leaders who invest in their most valuable resource –
their people.
Making 昀氀exible work arrangements accessible
Flexible work options, such as hybrid models, parttime schedules, and compressed work weeks, play
a vital role in helping women manage the work/
life juggle more e昀昀ectively. With more than 78% of
private sector employers in Australia o昀昀ering these
arrangements, it's evident that 昀氀exible working
boosts employee wellbeing, enhances productivity,
and helps a琀琀ract and retain top talent.
Improving paid leave policies
While paid parental leave is standard practice,
workplaces should consider rolling out further
paid leave entitlements tailored to women’s unique
health challenges. Providing additional paid leave
to women navigating signi昀椀cant life events will go
a long way to boosting sta昀昀 morale, loyalty and
engagement.
O昀昀ering 昀氀exible return-to-work options
Supporting women as they transition back to
work after starting a family is crucial for their
success. Flexible options like stay-in-touch days,
phased returns, and gradual ramp-ups can
ease the adjustment, enabling women to rejoin
the workforce while managing the demands of
parenthood.
Providing access to con昀椀dential support
Managers shouldn’t face the burden of handling
sensitive sta昀昀 conversations alone. By allowing
employees to self-nominate for professional,
con昀椀dential health support, organisations can
alleviate fears about seeking help—especially for
women worried about the impact of personal
challenges on their career progression.
