Navigating the Maze: Women's Mental Health Challenges & The Workplace

We are making progress and we have a ways to go for women in life and in the workplace. Women still face a multitude of challenges that can significantly impact their over all wellbeing and mental health. From juggling childcare responsibilities to battling hormonal fluctuations during peri-menopause and menopause, women navigate a complex terrain often overshadowed by gender bias and outdated structures.? Additionally, the increasing prevalence of domestic violence and its detrimental effects on mental wellbeing further exacerbate these challenges.

Women’s Mental Health is multifaceted, and I aim to shed light on the urgent need for supportive environments and systemic change.

Childcare and Parental Caregiving:

Regardless of whether they care for children or adults, women are much more likely than men (42%) to provide care? (Statistics Canada).? The intersection of work and caregiving responsibilities presents a significant challenge for many women. Research indicates that working mothers often experience heightened stress levels due to the competing demands of their professional and caregiving roles (Bianchi et al., 2012). The lack of affordable and accessible childcare options further exacerbates this stress, leading to feelings of guilt and burnout among women (Hill et al., 2020). Employers play a crucial role in supporting working mothers by implementing flexible work arrangements and providing childcare assistance.

Hormonal Health and Menopause:

Only 3% of studies explicitly examine womens health globally (CAMH, 2024). Women are twice as likley to be diagnosed with depression and anxiety (CAMH 2024). Women's hormonal health, particularly during peri-menopause and menopause, can significantly impact mental wellbeing. Fluctuating hormones may lead to mood swings, anxiety, and depression, affecting women's ability to perform effectively at work in a traditional 9-5 work day (Avis et al., 2009). Traditionally the workplace has failed to accommodate these biological changes, perpetuating a culture of silence and stigma surrounding menopause-related issues (Carpenter et al., 2016).? Creating awareness and implementing policies that address the unique needs of women experiencing menopause is essential for expanding women in leadership and fostering a flexible and supportive work environment where women can thrive.

Gender Bias and Structures:

LinkedIn data indicates that the share of women in senior leadership positions – (Director, Vice-President, C-suite – is at 32.2%.? Despite advancements in gender equality, women continue to face systemic barriers and gender bias in the workplace. From unequal pay to limited career advancement opportunities, these biases can contribute to feelings of being stuck,? with no opportunity to get to the role or promotion where, they know they can contribute and deserve. This all leads to frustration, eroding women's confidence and mental wellbeing (Catalyst, 2020). Breaking down old stagnant structures requires proactive measures in fostering female talent, targeted recruitment processes,? flexibility, training, and mentorship programs aimed at empowering women in the workplace.? Women are leaving the corporate working environment exponentially to start their own businesses to honour their values and know their time and effort will be rewarded.

Domestic Violence:

1 in 3 women have experienced domestic violence, physical, sexual (WHO, 2024).? Global domestic violence remains a pervasive issue that profoundly impacts women's mental health. The trauma resulting from physical, emotional, and psychological abuse can lead to long-term psychological consequences, including depression, anxiety, and post-traumatic stress disorder (PTSD) (Devries et al., 2013). ? This is a silent underbelly of barriers for women who are unsupported, diminished and demeaned at home.? Campaigns to increase awareness and conversation around types of abuse including, physical which is visible,? emotional, verbal and psychological which are more silent forms of aggression that errodes a women’s mental health.? Campaigns that educate on how to recognize the signs of domestic violence and provide support services such as coaching and therapy and referral to external resources to ensure the safety and wellbeing of affected employees is crucial.? Violence and aggression whether micro or blatant, negatively affects women’s physical and mental health and wellbeing. It has social and economic consequences and costs for families, communities and societies (WHO, 2024). Low education, child maltreatment or exposure to violence in the family, harmful use of alcohol, attitudes accepting of violence and gender inequality increase risk of perpetrating intimate partner violence.? The majority (55-95%) of women survivors of violence do not disclose or seek any type of services (WHO, 2024).

Concussion and Mental Health:

The largest proportion of concussion in women is from intimate partner violoence, thousands of times higher than professional sports (CAMH 2024). Women are more likely than men to have symptoms, such as headaches, dizziness, fatigue, and difficulty with memory and concentration, one year after sustaining the injury (Levin, et al., 2021).? Research suggests that women may experience more severe symptoms and prolonged recovery periods following a concussion compared to men (Broshek et al., 2005). The cognitive and emotional challenges associated with concussion can impact women's performance at work and exacerbate existing mental health conditions. By raising awareness and implementing concussion protocols and accommodations to support affected employees in their recovery journey women can continue to contribute and fulfill their career purpose.

So what to do with this information that has a compounding effect on women’s mental health?!?

Addressing the complex intersection of women's mental health and their participation in the workplace requires a multifaceted approach that encompasses childcare support, awareness of hormonal health issues, combating gender bias, addressing domestic violence, and providing support for concussion-related mental health challenges. By fostering inclusive and supportive work environments, employers can empower women to thrive both personally and professionally, ultimately contributing to a more equitable and resilient workforce.

Cultivating matriarchal ways of working:

Addressing structural bias in the workplace and adopting policy and leadership development that foster matriarchal ways of being must be the future of work to keep women engaged.? This structure benefits women's mental health by fostering supportive environments and empowering dynamics. Matriarchal systems prioritize collaboration, empathy, and community care. Research indicates that matriarchal systems create environments that mitigate stress and enhance emotional wellbeing (Narayan, 1997). Women experience improved self-esteem and reduced anxiety when empowered within these frameworks (Domaradzka, 2019). Matriarchal structures also promote holistic health practices and holistic views of women's roles, challenging harmful stereotypes and gender bias (Gimbutas, 1991). Embracing revised systems is vital for advancing women's mental health in contemporary societies. In these settings, decision-making processes are inclusive, amplifying women's voices and agency (Eisler, 1995).

"Success will not be acheived trying to advance women in a structure that does not foster women’s wellbeing." Jocelyn Pepe, Head of Wellbeing.

The results are what we are seeing today, women leaving the work force,? not advancing to their potential and being left on LOA, no work and resulting in poorer mental health.

Supporting women's mental health in the workplace involves several strategies aimed at creating a supportive and inclusive environment.

1. Build a Wellbeing Strategy that commits to breaking barriers and creating ease for women to thrive inside an organization.
2. Train Leaders in Supportive Compassionate Leadership. Foster a culture of empathy and understanding where employees feel comfortable discussing their mental health concerns. Educate employees and managers about women's mental health issues.
3. Flexible Work Arrangements: Cultivate strengths based hiring, job sharing and working hours that are out of the box. Many women are becoming female founders, because they get to create, contribute and have the impact they want to have in the world on their terms. This exerience can be cultivated in an organization with intention.
4. Offer Health Coaching for women's health challenges in group and one to one settings. From mindfulness, to finding purpose, to putting the oxygen mask on first, this supports women manage work-related stress and build resilience.
5. Normalize Mental Health Conversations: Encourage open dialogue about mental health in the workplace to reduce stigma amongst women and with male and gender diverse advocates.
6. Equal Opportunities and Pay, ensure women have equal opportunities for career advancement, fair compensation, and access to leadership roles. Address gender bias and discrimination in the workplace to promote a sense of belonging and equality.
7. Work-Life Integration. Promote a healthy integration of work and life by discouraging long hours, unrealistic deadlines, and excessive workload. Encourage employees to use their vacation days and prioritize self-care activities outside of work.
8. Custom Benefits Packages are becoming more popular. Offer comprehensive benefits packages that include mental health coverage, counseling services, and resources specifically tailored to women's needs, such as reproductive health support or parental leave.
9. Regular Check-ins: Conduct regular check-ins with employees to assess their wellbeing, identify potential stressors, and offer support. Encourage managers to have one-on-one meetings focused on employee development and support.

By implementing these strategies, organizations can create a more supportive and inclusive work environment that prioritizes women's mental health and wellbeing.

References:

• Bianchi, S. M., Milkie, M. A., Sayer, L. C., & Robinson, J. P. (2012). Housework: Who did, does or will do it, and how much does it matter? Social Forces, 91(1), 55–63.
• Hill, E. J., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz‐Campbell, A., Shulkin, S., ... & Pitt‐Catsouphes, M. (2020). Defining and conceptualizing workplace flexibility. Community, Work & Family, 23(2), 172-200.
• Avis, N. E., Crawford, S. L., Greendale, G., Bromberger, J. T., Everson-Rose, S. A., Gold, E. B., & Hess, R. (2009). Duration of menopausal vasomotor symptoms over the menopause transition. JAMA Internal Medicine, 169(5), 484-495.
• Carpenter, J. S., Woods, N. F., Otte, J. L., Guthrie, K. A., Hohensee, C., Newton, K. M., ... & Freeman, E. W. (2016). MsFLASH participants’ priorities for alleviating menopausal symptoms. Climacteric, 19(4), 329-336.
• Catalyst. (2020). Quick take: Women in the workforce – Global. Retrieved from https://www.catalyst.org/research/women-in-the-workforce-global/
• Devries, K. M., Mak, J. Y., García-Moreno, C., Petzold, M., Child, J. C., Falder, G., ... & Pallitto, C. (2013). Global health. The global prevalence of intimate partner violence against women. Science, 340(6140), 1527-1528.
• Broshek, D. K., Kaushik, T., Freeman, J. R., Erlanger, D., Webbe, F., & Barth, J. T. (2005). Sex differences in outcome following sports-related concussion. Journal of Neurosurgery, 102(5), 856-863.
• Levin HS, Temkin NR, Barber J, et al. Association of Sex and Age With Mild Traumatic Brain Injury–Related Symptoms: A TRACK-TBI Study. JAMA Netw Open. 2021;4(4):e213046. doi:10.1001/jamanetworkopen.2021.3046
• https://www.statcan.gc.ca/o1/en/plus/2649-more-half-women-canada-are-caregivers
• Domaradzka, B. (2019). The Role of Matriarchal Values in Contemporary Women's Empowerment Movements. Journal of Feminist Studies in Religion, 35(1), 133-136.
• Eisler, R. (1995). Sacred Pleasure: Sex, Myth, and the Politics of the Body. HarperOne.
• Gimbutas, M. (1991). The Civilization of the Goddess: The World of Old Europe. HarperSanFrancisco.
• Narayan, U. (1997). Dislocating Cultures: Identities, Traditions, and Third World Feminism. Routledge.