In today’s workforce, where women constitute nearly 40% of employees worldwide, one-size-fits all benefits simply don’t work for everyone. Women employees have specific needs both in the workplace and at home, and attracting (and retaining) them means rethinking your benefits strategy.
Recognising and addressing the unique needs of women in the workplace is crucial for companies that want to stay ahead. Let’s take a deeper look at five benefits that are essential to getting the top women talent on your team – and keeping them.
1. Comprehensive healthcare
Comprehensive healthcare benefits are crucial, especially those that address specific women's health issues. This can include not only reproductive health and maternity care but also preventive care measures like regular screenings for breast and cervical cancer, osteoporosis, and heart disease, which disproportionately affect women.
Mental health support is also a key component, recognising the unique stressors that women may face. According to a study by Deloitte, more than half of women in the workplace experience stress, with a staggering 33% of women taking time off of work due to mental health related issues caused by work stress. Offering mental health support means your women employees can manage stress and anxiety more effectively, leading to improved productivity and reduced absenteeism.
By offering a broad spectrum of health services, employers demonstrate a commitment to the holistic well-being of their employees, which can be a deciding factor for women choosing where to invest their talents.
2. Childcare benefits
Childcare is often one of the most cited barriers for working mothers, with 67% of women reporting that they felt past childcare responsibilities prevented them from advancing in their work. Employers can help curb this by including childcare assistance in their benefits package, so that women employees don’t feel like they have to choose between work and raising their family.
Subsidising the costs of childcare through a workplace nursery benefit can make a significant difference in a family’s budget. Childcare benefits can go as far as including on-site childcare centres that allow parents to visit their children during the day, which can ease the emotional and logistical stress associated with separation.
By providing these supports, companies not only help alleviate a major financial and emotional burden but also signal a commitment to work-life integration, making them more attractive to current and prospective women employees.
3. Elder care support
According to the WHO, it’s projected that by 2050, the world’s population of those over 60 will double, meaning the demand for elder care is quickly increasing. And often, the responsibility of caring for elderly family members falls to women.
Employers can assist by offering elder care benefits similar to childcare provisions. This might include providing subsidies or resources for finding quality long-term care facilities, or assisting with the costs of at-home care for employees’ elderly parents.
Financial assistance or insurance options for elder care can be a massive support, helping employees manage these often substantial expenses without compromising their financial stability or career growth.
4. Family planning benefits
Supporting family planning is recognizing the varied paths women might take to start or grow their families. This includes providing coverage for fertility treatments or financial assistance with adoption, both of which can be prohibitively expensive and emotionally taxing.
Counselling services for family planning can also play a crucial role, offering guidance and support through challenging processes. These benefits show that an employer values its women employees’ personal goals and well-being, which can go a long way not only in getting their attention, but keeping them on your team.
5. Learning and development budgets
Despite women making up such a large chunk of the workforce, this isn’t represented as we look at the upper rungs of the career ladder. The ‘glass ceiling’ is real, as according to a report from McKinsey & Company, for every 100 men promoted from entry level to manager in 2023, only 87 women were promoted.
By offering flexible budgets for career development, employers can empower women to take charge of their growth trajectories. This can include a set annual budget that employees can use at their discretion for professional development purposes, whether it’s attending industry conferences, pursuing further education, or obtaining certifications that enhance their skills and career prospects.
Final thoughts
In an increasingly competitive job market, companies that prioritise the unique needs of women through targeted benefits are setting themselves apart. By implementing these benefits, employers don't just attract top women talent—they build a supportive, inclusive culture that empowers women to thrive and grow within the organisation.
Ultimately, investing in these benefits is more than just good corporate practice; it's a strategic move that drives productivity, reduces turnover, and positions your company as a leader in the effort toward gender equity in the workplace. When women feel supported, valued, and given opportunities for growth, everyone benefits.