Why women’s health and wellbeing needs to be more of a priority for employers.

Yesterday we celebrated ‘International Women's Day’ (IWD). IWD is a global holiday celebrated annually on March 8 to commemorate the cultural, political, and socioeconomic achievements of women. It is also a focal point in the women's rights movement, bringing attention to issues such as gender equality, reproductive rights, and violence and abuse against women.

After celebrating International Women's Day, it is a good time to highlight why women’s health and wellbeing needs to be more of a priority for employers.

Women’s Health

Common conditions such as endometriosis which affects 1 in 10 women in the UK; the menopause; mental health conditions including post-natal depression and peri-menopausal anxiety and fertility issues are frequently unrecognised in the workplace and there is often a stigma around talking about female health issues despite the rising number of women in the workplace.

Figures from the Mental Health Foundation reveal that women are more than twice as likely to suffer from mental ill-health at work compared to men - possibly because of the demands on women from work and from home.

Additional Responsibilities

A new survey looking at household chores and gender supports a study led by Professor Anne McMunn (UCL Epidemiology & Health Care) finding that women do more housework than men in 93% of British households.

They found that compared to five years ago, the number of women earning most of the household’s income has increased by 30%, but the responsibility for household duties remains with women far more than with men. 45% of female breadwinners do most household tasks, versus 12% of male breadwinners. Male breadwinners are also twice as likely to do no household chores at all. The average female breadwinner spends an extra 7.5 hours, the equivalent of a working day, a week looking after the house – and that’s on top of their full-time job.

Women are also nearly three times more likely to have to take time off work to look after children, according to research by insurance agency AIG Life.

The study of 3,001 working adults showed that 74% of women are the main carer for children, taking short or long periods off work to look after family, compared with just 26% of men.

However, there were signs of changing attitudes among younger generations. More than half (51%) of men under 35 said they are the main carer for their children, compared with 73% of women aged under 35.

A more balanced picture was also uncovered when it came to caring for elderly relatives; 76% of women believe they will be the main carer for an elderly relative compared to 62% of men. However, the research also found that just 33% of women who take time out of the workplace to be a carer plan to return to full-time jobs, compared to 59% of men.

Work, Pay, and Promotions

In the UK women are more likely to be part-time workers, with 41% working part-time (compared to 7% of men working part-time) – and women are more likely than men to remain in low paid work over the long term, (government briefing paper Woman and the Economy), with less likelihood of promotion.

Women make up 47% of the UK workforce, yet very few occupy the highest positions in companies.

Analysis from Cranfield University, as part of its 20th FTSE Women on Boards Report, shows a sharp drop in the number of women occupying chief executive (CEO), chief financial officer (CFO) or other executive roles on FTSE 250 boards, and static numbers at FTSE 100 companies.

On FTSE 100 boards, the percentage of women in leadership positions is largely static at 9.7%. There are only 25 women holding executive roles at 22 companies.

Women are also paid less than men and the gap is widening. The pay gap reported as of 31 March 2021 was 13.1% at the mean, the current gender pay gap has increased by 1.5% since the last report in 2020 (Gov.UK).

Here are some top tips on how employers can help:

• Remember women have a unique set of health and wellbeing requirements and a one size fits all approach is unlikely to help.

• Review existing policies and processes – around sickness, maternity leave, flexible working, and health and safety to ensure that women’s needs are considered.

• Train and educate line managers to enable them to have supportive conversations and ensure women can raise and discuss health and wellbeing concerns.

• Train mental health first aiders to spot potential issues.

• Providing more opportunities for people to talk. Everyone can suffer from mental ill-health, so talking about it in bulletins, newsletters or through initiatives like the Mental Health Awareness week, can help reduce the anxiety or shame that some people feel about raising these topics.

• Provide equal pay – while this may not happen overnight, where gender pay gaps have been identified, a clear action plan is required to redress the balance

• Provide healthcare information covering women’s health issues and the treatments available.

• Provide access to a GP or other health service so people can talk about their issues with a trained professional.

• Ask female employees what healthcare support and benefits they would like.

Executive Science can help you develop a wellbeing program that understands that each organisation and individual is unique. Our personalised approach respects an organisation’s challenges, culture, people, and aspirations.

Executive Science works with some leading professionals in behavioural change, coaching, and wellbeing, to deliver a comprehensive service, that utilises the latest wellbeing research and best practice to provide a bespoke service for all our clients. 

If you would like more information and/or a free organisational consultation, contact David on +44 (0) 208 531 7834 or email sales@executivescience.co.uk

Mental Health is an important issue for everyone...

Research conducted by Deloitte found that poor mental health costs UK employers an estimated £45 billion each year, this is a 16% increase since 2017. The report highlighted that although absenteeism rates have reduced in the past 4-years, the cost of presenteeism had risen (where individuals choose to attend work despite poor mental health but are unproductive at work). One contributing factor suggested was the growing increase of leaveism, meaning that employees are ‘always on’, this was exacerbated during the Covid pandemic.

How does spending on mental health benefits everyone?

A positive case for investment in mental health by employers, finding show an average return of £5 for every £1 spent (Deloitte). FTSE 100 companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10 per cent. There is also enhanced morale, loyalty, commitment, innovation, productivity, and profitability. Open and supportive workplaces benefit everyone – employees, employers, and the bottom line (Mind).

What is Mental Health?

Mental health is defined by the WHO as a state of mental and psychological wellbeing in which every individual realises their own potential and can cope with the normal stresses of life, can work productively and fruitfully, and is able to contribute to their community. Mental health is determined by a range of socioeconomic, biological, and environmental factors

But what can employers do?

41% of employees have experienced mental health symptoms caused, or worsened, by work last year (BITC.org). Here are a few ways to support your employee mental health at your organisation:

• Mental health support needs to be part of the core of the organisation, it needs to drive positive culture. This could include:

  • Demonstrate senior ownership and drive board-level accountability, underpinned by a clear governance structure for reporting. Continually review organisational policies, procedures, and work processes to ensure they are supporting your employees.

  • Train your line managers in spotting and supporting all aspects of mental health in the workplace and include regular refresher training.

  • Identify and track key measures for internal and external reporting, be open and transparent with the results.

  • Include mental health training at all stages of employment e.g., make it part of your induction, ensure staff are given information on how mental health is managed and what support is available.

  • Get employees involved, introduce menta health champions, and promote the views of employees across the organisation, specifically exploring feedback from people with mental health problems.

• Mental health awareness needs to be continually promoted. Proactively change the way people think and act about mental health by increasing awareness and challenging mental health stigma.

• Be proactive in mental health training, increase mental health literacy of all staff and provide opportunities for staff to learn about how to manage their own mental health. Ensure all staff are suitably prepared and educated to have effective conversations about mental health.

• Provide individual support for staff who are experiencing mental health problems. One size does not fit all when dealing with causes and support for mental health problems. Having an array of solutions is key to providing the right support.

If you would like more information and/or a free organisational consultation, contact David on +44 7859 963571 or email sales@executivescience.co.uk

Executive Science works with organisations to develop and embed a wellbeing strategy that is beneficial for both the organisation and their people. For more information, contact us.

Why organisations need to redefine their wellbeing strategy

The pandemic has shown us that work, and home life is embroiled. Organisations and managers now have consideration for people’s commitments outside of work, and the impact these can have on an employee’s health and wellbeing.

As we continue to adapt to new ways of working it is important to look at areas in the organisation that may be causing unnecessary stress, as well as providing the support and resources employees need to make informed choices about their own health and wellbeing.

Whilst many organisations adopt a wellbeing program because it is the right thing to do, research shows that higher levels of employee wellbeing are strongly linked with higher organisational success (International Labour Organization).

How organisations can devise a comprehensive Wellbeing Strategy:

Gain an understanding of what needs to be done.

Organisations need to review what they are doing to both support and hinder their employee wellbeing and look at how these can be improved. Employees also need to be asked about their own level of wellbeing, assessing the different aspects of wellbeing such as physical, emotional, mental, work, financial, and social. This level of detail enables the organisation to commit resources that will have the biggest positive impact, on both the organisation and their employees.

Organisational performance is impacted by both the individual (bottom-up) and the organisation (top-down). When building an organisational wellbeing strategy, you need to consider action in both directions.

Top-down direction creates focus and the conditions for performance improvement:

• Successful wellbeing programmes should focus on fostering organisational culture and values. However, 59% of HR leaders say they would like to be able to do more in terms of wellbeing, but company culture prevents it.

• Line managers should have the skills and knowledge to support their team’s health and wellbeing. Mental Health Europe found that line manager attitudes towards an employee have a substantial impact on that individual’s mental health.

• Improve access to health and wellbeing resources. Ensuring that all employees can access the required information and services as and when needed.

• Create a workplace where employees feel safe to speak about their wellbeing

Bottom-up empowers people at all levels to take a fresh approach to solve problems and improve performance.

• Employees at all levels should be involved in the development of the wellbeing program.

• Collect and publish employee testimonials and anecdotes alongside quantitative KPIs to present a thorough overview and promote the ongoing development of the program and its successes.

If you would like more information and/or a free organisational consultation, contact David on +44 7859 963571 or email sales@executivescience.co.uk

Executive Science works with organisations to develop and embed a wellbeing strategy that is beneficial for both the organisation and their people. For more information, contact us.

Why we should be talking about money…

Research from Step Change Debt Charity shows one in three UK households is now struggling to pay the bills. This has been attributed to the continued cost of living increases and rising energy prices, meaning more people are using credit cards to pay their essential bills.

Why should employers care?  

Money, finances, and debt are the most common source of anxiety (Mental Health Foundation, 2021), and are frequently linked to lack of sleep, depression, and physical health problems. People Management pre-covid reported that ‘employee financial worries are costing UK employers an estimated £15.2bn every year in higher turnover, lost productivity, and increased absence’ (2019).

What is Financial Wellbeing?

Financial Wellbeing is having a good state of mind about the ability to manage finances, financial responsibilities, and future financial status.

But what can employers do?

Everyone worries about money at some point, regardless of salary, savings, or situation. Money can be an uncomfortable topic to address, but it doesn’t have to be.

Here are a few ways to encourage financial wellbeing at your organisation:

• Regularly promote your employee benefits that can help your employees with their personal finances and look to seek out more as part of your ongoing strategy. On average only 10% of employees engage with their organisation’s financial benefits (Octopus).

• Encourage employees to understand their own financial health, by encouraging them to take a financial health quiz, and provide access to support.

• Provide a financial wellbeing program that helps employees better manage and understand their finances. Covering subjects such as budgeting, making your money work for you, debt elimination, and retirement planning.

• Bring in a financial expert once a month to talk about topics like investing basics, student loan repayment options, and frugal living. Hosting lunch and learn sessions will help employees feel more relaxed while gaining valuable information.

• Provide access to financial resources designed to meet the needs of particular demographic groups, including women, LGBTQ+, racial and ethnic minority employees, and those at specific income levels.

• Offer financial counselling and/or coaching services for people to discuss their situations on a 1-2-1 basis.

If you would like more information or a free organisational consultation, contact David on +44 7859 963571 or email sales@executivescience.co.uk

Executive Science can provide an array of wellbeing solutions that have been designed to give people the knowledge and confidence to take control of their finances and reduce money worry.

What does exercise or physical activity mean to you?

Have you really thought about why you like or don’t like to exercise or keep physically fit? Do you start every New Year with the intention to get in the gym, get fit and lose weight and not manage to achieve or sustain these goals? Are you envious of your friends who love going out to run or enjoy their yoga class or boot camp session?

I believe there is at least one type of physical activity everyone can find which will not only improve their physical and mental well-being, but that they will love doing too, and not just for 2 or 3 weeks in January each year but throughout their lifetimes! Executive Science’s coaching and fitness programmes are designed to transform an individual’s ideas about exercise from being perceived as a chore to something which they love doing and provides energy and fuel to enjoy a happy and healthy life. These ideas are core to our philosophy and our physical fitness coaching programme.

The meaning of exercise has been embedded in us from a very early age.  As children, we most probably spent a lot of our time running around and wanting to move. We then move into our teenage years where, for some of us, the exercise would not have been as appealing. Others may have been actively involved in sports clubs and other competitive activities. Some of our families will have been more active than others and some of us will have had access to facilities more easily than others. We may have enjoyed these pursuits or have found them to be a chore and made to do them by parents or teachers etc.

Then we become adults and we move into having a choice as to whether to partake in physical activity or not, as part of our busy working lives. Some of us continue to enjoy them, others partake in a more sporadic fashion and some of us do little by way of physical activity. As we get older, we experience different challenges such as busy careers, family commitments and health concerns perhaps related to ageing which affect our motivation to move. Our reasons for choosing which ways to move are influenced by social, environmental, and cultural factors such as our upbringing, social media, the infrastructure around us and the plethora of information available from the fitness and wellness industry about losing weight, getting into shape, and leading healthier lifestyles.

Our work is influenced by the research of Dr Michelle Segar, motivational and behavioural sustainability scientist at the University of Michigan. Michelle’s ground-breaking work focuses on implementing sustainable behaviour change and transforming the way we think about exercise. Grounded in scientific evidence based theory, her philosophy seeks to move away from the idea of exercise being a chore aimed at losing weight, getting in to shape or for more health related reasons, where most of us are trapped in a vicious cycle of failure; to physical movement and exercise actually becoming something we love and want to do which then produces the essential energy we need to navigate through our busy lives and moving us in to a positive cycle of success.

Scientific research tells us that sedentary lifestyles are more concerning for our long-term health than smoking. Becoming physically fitter is not necessarily about having to work out for hours in the gym, it is about incorporating more movement into our lifestyles and not necessarily in one go, but throughout our day, whether that be walking upstairs instead of taking the lift in the office or walking a stop further when you get off the bus.

Our programmes work with individuals and businesses through either one-to-one coaching programmes, (incorporating exercise programmes if necessary) or via consultations or training programmes provided to businesses to bring about long-lasting change leading to motivated and empowered individuals. As a result of following our programmes, individuals will have more energy, greater stamina, enhanced creativity, improved efficiency, enhanced mood, sustained levels of concentration, stronger immune systems, improved sleep, and generally be happier and more balanced and rounded employees!