Tips for creating an environment for women’s mental well-being in the corporate world

Women’s advocacy is undervalued in the corporate world, but leaders who are committed to women’s overall well-being make their organizations better for business, so what can corporations do to improve mental health? Women in your organization? If the workplace is to evolve into a friendly and nurturing environment where women can thrive personally and professionally, it requires a high level of commitment and effort.

In an interview with HT Lifestyle, Psychiatrist, Mental Health Specialist, Educationist and Content Producer, Dr Rashi Aggarwal shared, “Women’s mental health has been affected when considering going back to work after the Covid pandemic; many experience low flexibility, domestic management issues, and balancing both worlds. have reported feeling stressed about the difficulty of leaving household chores to others while trying. At work, we should have some policies that are gender-neutral as well as supportive. Mental health is an individual self-healing journey, but surely organizations are employing ergonomics for people at work, Equal opportunity and equal pay, mental health webinars, health insurance that supports mental illness, can play a role by checking in. If people seem discouraged, offering paid menstrual leave, and offering maternity leave. Things done for women’s mental health are good. , but the list goes on as we still have a long way to go.

Indian Subcontinent – ​​International SOS Medical Director Dr Vikram Vora said, “While it is now universally accepted that the stress of corporate life can disproportionately affect women employees, the challenge of making the work environment more conducive to improving physical and mental health has not been seen. Fully addressed. The first step towards a women-friendly workplace is to increase understanding of the various challenges, pressures and barriers that may affect them. It needs to come from leaders, managers, colleagues and co-workers. Women around the world are increasingly ambitious, dedicated and showing the need to work in an equitable, supportive and inclusive workplace. A culture of safety and support, allowing female employees to speak up about their professional and personal challenges, needs to be built and maintained. Encouraging feedback and providing opportunities for growth and professional development is no longer just about being nice.”

He advises, “In a post-pandemic world, encourage a healthy work-life balance that allows flexibility and prioritizes well-being by providing resources such as healthy food options, gyms, onsite wellness centers and counselors. While some of this is easy, it’s mental well-being.” Yes, that’s what organizations struggle with. Just an employee support program is no longer enough. A well-thought-out mental health strategy that includes an annual program with goals and objectives is important for women to feel comfortable discussing their mental health concerns and seeking support when needed. 6. Combined with resources that can help with stress management, such as yoga classes, meditation sessions, and mindfulness training, this can be a game changer for women in the workplace. In my practice, I have seen women employees increasingly utilize these services when they are offered in the workplace. If the workplace is a To develop in a friendly and nurturing environment where women can flourish personally and professionally , it requires a high level of commitment and effort.”

Dr Kersi Chawda, Consultant Psychiatrist, PD Hinduja Hospital & MRC, Mumbai recommends:

  • Reduce the stigma of mental health issues by having ongoing programs with resource persons discussing common psychiatric illnesses such as depression, anxiety, sleep problems and addictions.
  • Allow for flexible working hours. Most women have to do housework and take care of children and parents equally. This affects his time. which may affect his work schedule. Flexible working hours help with this.
  • Help them through menstruation and menopause, offering peer or professional support during such times.
  • As a result, when a child is born or becomes very young, provide childcare options at the company.
  • Create a workplace culture that allows women to feel nurtured and safe enough to voice their concerns. The services offered should be used liberally, otherwise you are doing something wrong during its implementation.
  • Getting feedback at regular intervals helps tweak services to be more specific to women’s needs.
  • Acknowledgment of work done: Share in their success. Support participation in activities that produce results.
  • Align workplace policies toward wellness and facilitate designs that allow for physical and mental health and socialization.
  • Finally, encourage a workplace culture that allows women to care and is encouraged to express their mental health issues. They need to feel that they are heard and are not alone in their time of need.

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