How to Empower Women at Work

82% of employees at the Best Workplaces for Women this year agreed that their employer offers "a psychologically and emotionally healthy place to work," contrasting with just 39% agreeing with this among average organisations. Part of creating a psychologically safe place to work is creating an open environment, where employees feel they can bring their full selves to work.

At Great Place To Work we are constantly delving into how organisations are creating a Great Place to Work For All™ employees, not just a fair few. In particular, supporting women in the workplace is of increasing importance for organisations. Read on to examine some of the challenges women are facing at work and how organisations can support in any way they can.

 

Menopausal supports

Understanding and accommodating for the unique circumstances and different stages of life of its employees is what makes the world of difference for organisations and their culture. This is especially true around issues like menopause; where previously there has been a huge taboo on this topic, more and more organisations are seeking to break down the stigma surrounding menopause and create a safe environment for individuals to share their experiences.

Providing training for both employees and managers on menopause in the workplace is undeniably crucial. It not only educates employees about the physical and mental challenges individuals may face during this phase but also fosters understanding and support among colleagues. Through such training, workplaces can break down the stigma associated with menopause symptoms, creating an inclusive environment where individuals feel comfortable discussing their experiences. It can also better equip managers with the tools and knowledge to provide the necessary support, accommodations, and flexibility for those experiencing menopause.

Distilled, one of the Best Workplaces for Women in 2023, also won the Menopause Workplace Excellence Award for Best Medium Company 2023 and pride themselves on their progressive policies - having established a menopause policy as far back as 1999, it's safe to say their commitment has been longstanding! They have set up groups to engage with women and understand the diverse physical and mental symptoms they face, tailoring support accordingly.

Distilled also provide additional measures, like providing menopause time off (10 days, 3 days annually), offering flexible work arrangements for employees experiencing severe symptoms, reimbursing educational resources like books and apps, comprehensive health insurance coverage, and an Employee Assistance Program (EAP). They have also provided training sessions across the company, led by The Menopause Hub, to further employees' and managers education on the topic and empowering them to understand, support, and destigmatise menopause in the workplace.

We spoke to Laura Doyle, Chief People Officer at Distilled, who explained how emphasis is placed on creating an environment within the organisation where it's "okay not to feel okay", leveraging platforms like Slack to express low energy or mental health struggles - as Laura stated, "we're not all at 100% every single day".

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Career development and role modeling 

Among the Best Workplaces for Women, 83% of employees agree that they are offered training or development to further themselves professionally. At average organisations, this number stands at just 47%. This gap showcases a direct correlation between a high-trust workplace culture and learning and development opportunities, particularly for women. At Cpl, another recognised Best Workplace for Women, they aim to be as transparent and consistent as possible with their career progression framework - from the day an employee joins, a conscious effort is made to make clear the paths available to them by providing regular check-ins and coaching and training to ensure their people are equipped with the skills needed to advance in their careers.

As Sharon Vize, Group HR Director at Cpl says, "each individual should own their career, but what we have to do as an organisation is make sure we enable people, and give them the framework and tools so that they can actually do that".

Another key aspect of supporting and empowering women at work is having key role models within the business who can instill confidence and motivate women to aspire to higher positions. Having visible female leaders fosters a sense of belonging and empowers women to envision themselves in leadership roles, ultimately contributing to a more diverse and inclusive work environment. Role models also provide invaluable mentorship, guidance, and support, encouraging women to navigate challenges and excel in their careers while creating a positive ripple effect by paving the way for future generations of female leaders.

It can be empowering for employees to hear from people within the organisation, and having that female role model "persona" in their lives who can support them with any challenges they might face can give great comfort. At Cpl, another initiative they took in this regard was empowering a group of women across the business to share challenging experiences they have encountered in their career, in order to break down barriers and enable an open conversation for other women to take inspiration from.

Supporting parents

Providing a great work environment for all employees also means advocating for a healthy work-life balance experience for all. Again, this is made clear when looking at the data; for employees at the Best Workplaces for Women, 84% feel encouraged to balance their work and personal life, versus just 45% in average organisations.

In the workplace, achieving a balance between work and family life often involves navigating a range of challenges. Everyone is different, and what works for one family might not work for another. According to Aoife Lee, Parent Coach at Parent Support, it's about identifying personal values and priorities concerning both work and family and aligning actions with these values. Start with identifying your top five values; from there these will help to shape how you approach the delicate balance between career and family responsibilities. 

Another key aspect is addressing feelings of guilt that often accompany juggling work and family commitments. This involves identifying triggers and finding effective coping mechanisms, whether it's seeking support from family, engaging in meaningful conversations with friends, or communicating with team leaders. Recognising the elements within your control is essential - Aoife emphasised this, and reinforced the importance of prioritising self-care; as she states, "we cannot pour from an empty cup." 

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About Great Place to Work®

Great Place to Work® is the global authority on workplace culture. We help organisations quantify their culture and produce better business results by creating a high-trust work experience for all employees. We recognise Great Place to Work-Certified™ companies and the Best Workplaces™ in more than 60 countries. To join the companies that have committed to building high-trust company cultures that help them attract talent and focus on helping women be empowered at work, contact us about how your organisation can get recognised as a Best Workplace for Women.