5 Key Perks Every Company Should Offer Their Employees


The gender gap in health and well-being is skewed. Women are expected to endure pain and juggle a multitude of tasks, regardless of their health.

The decline in mental health among women is much worse than among men, and the reasons are many. According to a McKinsey report highlighting the impact of Covid-19 on working women, globally one in four women had to leave the workforce during the pandemic, women felt more pressured at work (in due to work and home tasks) and roles of women were more vulnerable than men and they had to upgrade their skills or consider a new role to maintain their career/employment.

In most cases, the following female conditions are on the rise:-

● Stress-related issues like lack of sleep and anxiety

● Hair loss and skin related problems

● Pre and postnatal complications

At a time when women around the world are grappling with growing mental and physical health issues, many companies are designing dedicated programs to help them find better work-life balance.

However, there is a large percentage of organizations that still lack knowledge while supporting women’s health in the workplace. As a result, female employees had to compromise on the quality of personal and professional life.

The pandemic has transformed the relationship between employers and employees and individuals have become more empathetic towards the mental health and well-being of employees in general. Organizations today are taking proactive steps to monitor the health and well-being of their employees. This helps them stay motivated and gives them a sense of belonging. This is the time when employers should put the health and mental well-being of female employees at the center of their business strategies.

Insuring employees is one thing, but creating a comprehensive benefits plan to ensure an employee’s well-being is a must these days. Below are the five trending perks companies should offer to advance the wellbeing of women in the workplace.

Obstetrician-gynecologist (OB-GYN) – Reproductive health, pregnancy and childbirth are of great importance when it comes to employed women. Company insurance policies that provide coverage for these health conditions will go a long way in ensuring employee well-being. Companies should strive to personalize insurance offers so that these medical services can be covered by insurance, as well as the general well-being of employees by supplementing telemedicine, counseling and childcare services. in office. Likewise, companies should make connections to provide childcare services within the premises of the office itself, from crèche to the availability of paediatricians.

Female sexual well-being – Let’s face it. Talking or discussing sex is still a taboo in our society. Women find it difficult to discuss their sexual problems, even with friends or colleagues. Occasional sexual wellness awareness seminars and hotlines to freely voice their issues will make them feel included. Additionally, there must be open channels where women can complain about sexual harassment without being judged. Beyond lip service, if such initiatives are implemented, it will make female employees more loyal to the workplace.

Nutrition – A healthy mind in a healthy body. A nutritious diet is a must for a healthy body. Women juggle day after day between household and workplace issues. Employers should make efforts to ensure awareness of nutritious foods. This is even more important in small and medium enterprises where female workers are employed en masse in manual labor. Businesses need to take steps to provide them with good nutrition that keeps them healthy.

Tips – A supportive environment in the workplace where women can go to counselors to talk about their issues can help them manage their mental health. Companies should ensure that female employees have access to marital and marital counseling.

Maternity blankets – A comprehensive group health insurance plan can instantly make your company a great place to work, with maternity cover being a key complement to choose from with general health insurance for female employees. Maternity cover can be designed according to company size as it cannot be unique. Generally, maternity covers offer benefits between 50,000 and 1,00,000 depending on the population of the company. Companies should opt for the offer of baby day blankets, thus ensuring the protection of the health of the children of their employees from the first day of their birth. Maternity benefits associated with baby’s first day coverage go a long way in reducing the financial burden of these young adults, many of whom could be new parents.

We would be remiss not to mention critical issues such as discrimination against women returning to work (after pregnancy or career break), pay equity, surrogacy and adoption leave and the fact that in 2019, the percentage of women in India’s workforce fell to 20.3. % (compared to 26% in 2005). Even our neighbours, Bangladesh and Sri Lanka, are doing much better in this regard.

While other important benefits can be life and leadership training. Employers should organize workshops, seminars and training programs for career development. Women willing to take their career to another pedestal must have a concrete understanding to shape their career trajectory. The support provided by employers will give them the confidence to improvise their skills and thus move forward in their professional life.

A healthier organizational culture is the result of a high percentage of women. Therefore, when it comes to women in the workplace, there are several issues to address – starting with the patriarchal mentality itself. It is high time to empower women and allow them to take care of their physical and emotional health, because by doing so, we will ensure their continued participation in the labor market.

(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)


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