A recent report by a leading health and wellbeing provider highlights the lack of understanding of gender needs as a key factor contributing to workplace absence.
- The report reveals over half of surveyed employees feel their employers fail to support their health and wellbeing.
- A notable gender split is apparent, with women seeking menopause and weight management support and men desiring productivity enhancements.
- The data suggests a critical intersection between age and gender in managing workplace absence effectively.
- Current trends indicate that workplace absence is a financial burden, with rising absence days and substantial costs per employee.
A newly released report by a prominent provider in health and wellbeing has uncovered a significant factor contributing to workplace absence: a lack of understanding of gender-specific needs. Over half of employees surveyed indicated the need for more support from their employers in maintaining health and wellbeing, emphasizing a gap in employer-provided resources.
A distinct gender split emerged from the data. While 29% of female respondents expressed a desire for menopause support, a larger percentage of men, 39.80%, are seeking assistance to boost workplace productivity. Additionally, 34.51% of women wish for aid with weight management, compared to 25.88% of men, underscoring varied gender-based needs.
The report stresses the importance of considering gender alongside age when managing workplace absence. It posits that understanding these differences can help businesses address the root causes of employee turnover and associated economic repercussions. Workplace absence, according to the report, represents a hefty cost of £568 per employee, with incidents rising from 5.8 days per year in 2019 to 7.8 days in 2023.
Pamela Gellatly, HCML’s strategic development director, highlights the necessity of a holistic view that incorporates both age and gender factors. Her insights suggest that overlooking gender aspects results in an incomplete understanding of workplace challenges. Employers must tailor their support systems to accommodate diverse workforce requirements, including specific health benefits that appeal more to women, potentially enhancing retention rates.
The research further shows gender discrepancies in mental health and wellbeing priorities. Women, at 56%, are more attuned to maintaining their mental health compared to 49% of men. This trend is particularly evident among younger women, who are increasingly proactive about their health.
Gellatly points out that while support for female health concerns has improved, male-specific issues, such as the effects of declining testosterone, remain inadequately addressed. Symptoms impacting men’s concentration and mood could be mitigated with targeted nutrition and exercise programs, helping minimize absence and presenteeism.
There is a disconnect between what employers offer and what employees identify as beneficial. Despite nearly half of the workforce valuing nutritional support, less than a third of employers provide such benefits. These gender-driven needs underscore the necessity of a nuanced approach to employee health strategies.
Employers should recognize the diverse gender and age needs to enhance employee wellbeing and reduce workplace absence effectively.
