One in five UK employees — equivalent to 6.8 million people — are not receiving any coaching or awareness-building around gender-specific health issues such as menopause, fertility or cancer screening, new research has found.
The findings, from consultancy firm Towergate Employee Benefits, suggest that many employers are still failing to address key health topics that disproportionately affect parts of their workforce, with experts urging a more inclusive and holistic approach.
“It’s essential to raise awareness and provide education regarding gender-specific issues in the workplace,” said Debra Clark, head of wellbeing at Towergate Employee Benefits. “Improvements to understanding can clearly bring a positive impact for everyone in the workforce.”
Senior Leaders Falling Behind
Only 7% of employers offer gender-specific coaching or awareness sessions to their C-suite leadership teams, the research shows, compared to nearly a quarter (24%) who offer support to line managers. This represents a missed opportunity to embed change at the top.
The report notes that it is vital for senior leaders to understand gender-specific issues so they can support the rollout of relevant benefits and approve the necessary budget. Visibility also matters: when senior staff take up or promote wellbeing support, it sends a message throughout the organisation. Culture, it observes, often flows from the top down, and executive buy-in can have far-reaching effects.
While 30% of employers only offer gender-specific support to those directly affected, a smaller group — 18% — provide coaching and awareness for all staff, regardless of gender, age or seniority. This more inclusive approach may help cultivate empathy and peer support, according to Clark.
“It is far better to educate all about gender-specific issues than to only provide awareness and coaching for those affected,” she said. “While some groups may prefer to undertake coaching in smaller groups within specific demographics, also providing overall awareness sessions for all means that employees are better able to understand and support each other.”
Strategy Gaps and Missed Measurement
The survey, of 500 HR decision-makers, found that less than four in 10 (39%) believe their wellbeing strategies are working to support employees on gender-specific issues. Just 36% feel they are offering enough support overall, and fewer than a third (29%) measure whether the support is effective.
This raises concerns that many initiatives are neither being tracked nor tailored to what staff need.
“Employers may wish to consider what more they could do,” the report advises. “Forward-thinking employers will ensure they are directly asking the employees what support is needed and whether it is working — a personalised approach is likely to be the most effective.”
Line managers appear to have greater confidence than those at the top: 34% said they feel able to support staff, compared with just 24% of C-suite leaders. The data suggests a need for more education and upskilling at every level of leadership.
The Role of Benefits Advisers
Support for gender-specific wellbeing can take many forms, from webinars and benefits fairs to targeted training. Clark says it’s crucial that this support is embedded across the organisation and not just seen as an HR initiative.
“Gender-specific support is growing and will continue to do so,” she said. “In our rapidly changing social environment, coaching and awareness-building comprise just one vital part of gender-specific support. Benefits advisers will be able to provide guidance for employers on what is available and how it can help.”
With millions still missing out, experts say the challenge for employers is not only to offer support but to ensure it reaches the right people, and delivers meaningful outcomes for everyone.