"It’s essential to raise awareness and provide education regarding gender-specific issues in the workplace."
- Debra Clark, head of wellbeing at Towergate Employee Benefits
Of those surveyed (500), 24% have invested in coaching and awareness specifically for line managers, but only 7% provide it to the C-suite. Just 30% of businesses offer gender-specific support to those affected, while 18% provide it to all staff - irrespective of gender, age, or seniority.
Worryingly, nearly three-quarters (71%) of those that offer gender-specific support don’t measure its impact. Furthermore, the number of employers who feel their gender-specific wellbeing strategies are working is still relatively low (39%), with only 36% of employers deeming the support available adequate for their staff.
“It’s essential to raise awareness and provide education regarding gender-specific issues in the workplace. Improvements in understanding can bring a positive impact for everyone in the workforce. It’s far better to educate all about gender-specific issues than to only provide awareness and coaching for those affected,” explained Debra Clark, head of wellbeing at Towergate Employee Benefits.
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.
“Gender-specific support is growing and will continue to do so. In our rapidly changing social environment, coaching and awareness-building comprise just one vital part of gender-specific support. Benefits advisers can guide employers on what’s available and how it can help,” Debra concluded.
