Addressing Women’s Health at Work is an Opportunity

October spotlights several internationally recognised days that focus on health and well-being, particularly for women: World Mental Health Day, Breast Cancer Awareness Month, and World Menopause Day. Whilst these dates raise awareness and generate conversation, there is significant gap between recognising women’s wellbeing and taking action to improve status quo – particularly in the workplace.   

This year’s global Women@Work report from Deloitte, which includes China data, underscores the barriers women still face in accessing support at work for health issues. Half of the women surveyed report poor mental health, and nearly 90% believe their manager would think negatively of them if they disclosed this. Support for women-specific health issues is not any better – in the same study, one in four women experience health challenges related to menstruation, menopause or fertility; yet, only one in ten believe their manager would respond sensitively if they revealed these challenges.  

This fear of disclosure only amplifies an already stressful work environment; in Hong Kong, 60% of workers report elevated stress levels which can exacerbate mental health issues. Untreated depression in Hong Kong costs an estimated HK$2.5 billion annually, and is more prevalent in women. With women facing additional persistent challenges from unequal pay to disproportionate caregiving responsibilities, these can all intersect to disrupt women’s career advancement and erode women’s wellbeing long term. 

These challenges are a clarion call for employers to review their current workplace health policies and culture. With falling birth rates and a rapidly ageing population, employers need to retain talent for as long as possible. Inclusive health support can make a considerable difference in employee retention – 60% of employees now expect more comprehensive mental health policies at work, a sentiment shared more strongly by younger generations (70% of GenZ and 82% young millennials, respectively).  

This is why TWF seeks to normalise conversations about mental health and women-specific health challenges, and encourage participants in our Male Allies and Mentoring Programme for Women Leaders to speak openly about these issues in their workplaces and champion inclusive health accommodations. It is also why we are conducting research on the menopause impact at work with Dr Bonnie Hayden Cheng – being able to equip employers with Hong Kong specific data will contribute towards them developing localised solutions. 

In addition to having comprehensive policies, employer actions must focus on breaking taboos around mental health and women-specific health challenges that prevent employees from utilising policies that can support them. Here are three ways to start:  

• Education and awareness raising: Integrate education on mental health and women-specific health issues into regular inclusion and wellness communications 

• Train up people managers: Equip managers with language and resources for supportive conversations, helping them recognise signs of struggle and direct colleagues to appropriate resources 

• Role modelling from senior leaders: Senior leaders should share their experiences or strongly support those who do, reinforcing that employees using health support won't face negative impacts on performance reviews, promotions, or job security