Nowadays, women are the equal helpers of workers in most industries. Women workers occupy positions and hold responsibilities at all levels in an organization, in areas such as health, agriculture, technology, etc.
However, most professions fail to address women’s health support women’s health in the workplace. Therefore, female employees need to make changes for the better in their personal and professional lives.
With a focus on creating a supportive work environment for all workers, it has now become important for workers to prioritize women’s health in their workplace.
Health problems that women face at work
Female workers have health problems that are unique to their husbands. Let’s take a look at some of these health issues that working women face.
• Birth Health Problems
Most women work for the year of birth. However, it is important to make sure that pregnant women are not exposed to dangerous chemicals or substances that can harm them or their unborn baby. In addition, stressful work can increase workplace stress and anxiety, which can be detrimental to a pregnant woman’s health.
• Health Problems Related to Ergonomics
Outside of work, ergonomics -related injuries are common among workers. These musculoskeletal disorders affect women more than men, probably due to physical differences and type of activity. Some of the most common ergonomics injuries are Carpal Tunnel Syndrome or CTS, Tendinitis, Lower Back Injuries, Epicondylitis, or Tennis Elbow, Rotator Cuff Injuries, to name a few.
• Workplace Assistance
The stress of the workplace is one of the main causes of occupational health risks. Women have difficulty working for a number of reasons. It is not easy for a woman to take care of the family and work at the same time.
In addition, women are more likely to work short -term or part -time jobs without access to safety nets. These deficiencies are a cause of stress in women, leading to other diseases such as heart disease, depression, burns, etc.
Cancer, especially cancer of the neck and breast, is one of the leading causes of death among women. These chronic illnesses can lead to the detection of hazards in the workplace.
• Sickness and menopause
Menstruation affects women’s health in many ways. Headaches, nausea, nausea, stomach cramps and legs leave menstruating women feeling weak and unable to focus on their performance.
Likewise, women who are approaching or experiencing menopause are more likely to experience health problems such as weight changes, hot flashes, dryness, mood swings, anxiety, or depression, heart disease, etc. These patients interfere with their performance and happiness.
Ways to support women’s health at work
Here are some practical and helpful steps you can use in the workplace as employees to support and care for the well -being of their female employees.
• Communicate openly
One of the first steps in addressing women’s health in the workplace is to initiate a comprehensive dialogue between workers, managers, and women workers across the ages. Employers need to create and promote a workplace culture where women’s health issues and their challenges are discussed.
Only when employers listen to the needs of employees can major changes be made to the policies and programs put in place to address these issues.
• Educate and create knowledge
The training didn’t take very long, especially when it came to a complex but preventable topic such as women’s health at work.
The HR Department may schedule training sessions on women’s health and its impact in the workplace. They can invite reputable physicians who can educate all staff on any health concerns, symptoms, treatments, medical procedures, etc. Likewise, a virtual team with founders and CEOs of top organizations in an industry can shed light on how to address these health issues to enhance their workplace and support businesses. woman.
• Small steps for large changes
There are many small but important steps that a workplace can take to support the women’s health of its employees. Some of these steps are listed below:
- Welcome easy working hours as part of your industry culture.
- Keep a stock of sanitary pads and products in the room for weather -related problems.
- Provides paid time off.
- Specific research is available for female employees on a regular basis to understand their specific challenges and needs and work together.
- There is a dedicated meditation room in the office, where employees can relax and meditate for a few minutes each day.
- Give it to the husband himself health assessments.
- Provides gynecologic examinations in the workplace.
- Ensure that female employees have access to the Employee Assistance Program with all information related to gynecological diseases, symptoms, medications, medications, etc.
- Encourage your female employees to work harder. Give them membership in the gym or church dance class, or encourage them to participate in virtual marathons and walkathons.
• Introduce office fitness problems
Office fitness is a great and fun way to engage and move your employees. These fitness problems can range from walking certain steps, getting daily ‘x’ glasses of water, diet, eating problems, getting to bedtime, the holding yoga for a minute or two, and so on.
• Provide mental health counseling in the workplace
Hegemonic masculinity often puts women in pain with the voice. Many female employees with mental health problems go unnoticed and go unnoticed. Encourage female employees in the workplace to choose professional counseling and support to improve their mental health.
Female employees are as valuable to an organization as male employees. Therefore, it is only necessary to create a balanced workplace culture that fulfills the health and well -being needs of its female employees.
After all, the growth of any industry depends on the productivity of its employees, which depends on their health and well -being.
Author Bio: This article was written by Priyakshi Sharma an information retailer at Round Vantage a Vantage Fit. In her spare time, she is seen writing about cinema, life, and everything in between.
Disclaimer: The words, opinions, and data contained in these publications are those of the authors and contributors only and not those of Credihealth or the editor.
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