Women’s health at work

The participation of women in the labour force is growing, and the retirement age too is increasing. Women are participating more in the workplace. 

Historically, a fact that has been overlooked is the different requirements of women and men. This has put women at a disadvantage, due to the social expectations and family responsibilities burdened on women. Women (as with men) are hardworking and focused on their work duties during the early days of their working life. But, as they progress in their career, traditional responsibilities of marriage, child rearing and being the “matriarch” of the family increase. With this multiple-role burden, women may find it more difficult to balance expectations. 

In addition, women have certain natural physical conditions which may challenge their wish to work well. These factors may lead to women leaving employment at a much early age than men. This may be detrimental to organisations they work in, to themselves and their family and the country as well.

Many workplace policies especially in health and safety have been developed with little consideration to the physical and mental health conditions women may encounter. This needs to change. Some of these conditions are common, but rarely discussed due to the modesty of women. Here are a few:

Menstrual pain is a widespread problem experienced by about 80% of women at some stage. This can lead to the need for medication and employers need to understand that absenteeism may result – consideration of flexible working may be required.

Pregnancy is of course not an illness but a natural change in the body. However, some women may experience vomiting or discomfort during the initial stages of the pregnancy. Childbirth and caring for a newborn can also of course be challenging for women due to the physical, mental, and emotional changes. Many new mothers experience the “baby blues” for a few days or weeks after giving birth. However, approximately 10% may experience a more severe form know as postpartum depression, which interferes with their daily life. This requires support from employers.

Urinary incontinence is another condition women may experience during their working life. Urinary incontinence is uncontrolled leaking of the bladder which women may find embarrassing and suffer silently. Pregnancy, childbirth, and menopause may be factors leading to urinary incontinence. Understanding from employers and fellow workers is necessary for this condition. 

Menopause is a natural element of ageing among women where a woman has her last periods. Menopause usually occur between the ages of 45 and 55 years. However, in some women this can occur prematurely or be delayed by a few years. Due to the decreased production of oestrogen hormone 30-60% of women may experience adverse physical or psychological effects during the menopausal period. On average, these symptoms may last for around four years adversely affecting the quality of personal and work life. Women may also develop other health conditions which may intensify the adverse outcomes. Workplace policies are required for the menopause. The Society of Occupational Medicine in the UK has a menopause resource area at Menopause | The Society of Occupational Medicine (som.org.uk).

If women health concerns and symptoms are not addressed early it may affect the quality of life, engagement, motivation, performance and interactions with colleagues.

Finally, many women can be reluctant to disclose these physical and mental discomforts to their male managers or supervisors. Due to reticence in discussing their health conditions, women suffer in silence trying to manage work tasks during their periods of discomfort. This needs to change with support from employers and more understanding from managers.

Workplaces should be supporting the diversity of physical and mental conditions between men and women. When developing policies and procedures, workplaces should provide due recognition to the needs of both men and women. Increased education and awareness among all staff in leadership roles should encourage an open culture allowing discussion of health issues among men and women. This can help workplaces reduce the stigma related to women’s health and maintain an inclusive work environment.

(Dr. Aseni Wickramatillake is a Specialist in Occupational Health, Industrial Hygiene and Ergonomics; Technical Adviser, Workplace Safety and Health Association (WSHA). She can be contacted via: [email protected]; [email protected].)

(Nick Pahl is the CEO, Society of Occupational Medicine, UK.)