The start of September marks Women’s Health Week. While this event emphasises the importance of spreading awareness around women’s health, shouldn’t this be an exercise all year round? Well, we think so. Women’s health can often become overshadowed, forgotten, or sidelined. When we break down the statistics, 56% of women have one or more chronic conditions, 21% of women reported having anxiety in 2020-21, and women disproportionately experience disease burden.
47.9% of women comprise the Australian workforce, according to WGEA. In spite of that, women perform the vast majority of unpaid tasks, with research from the Economic Society of Australia contending that 62% of women make up the estimated $688.3 billion that is lost due to unpaid work. Adding these unpaid tasks to already full schedules that come with paid employment is significantly challenging for women.
The “care burden” is also heavily placed on the shoulders of women. According to a Prime Minister and Cabinet study, 54% of families were primarily cared for by a woman. Equally, almost 80% of single-parent families are headed by women.
It’s a fact: women are often burdened with a significant number of responsibilities and pressures. It’s no wonder that approximately 72% (or three in four) women have reported feeling burnt out over the past 12 months, Women’s Agenda reports. So, what can we do as a society to alleviate this burden, foster equity and empowerment, and curb stigmatisation? Let’s explore…
The Rising Mental Load on Women: Burnout, Anxiety & How EAP Supports Workplace Wellbeing
As the title suggests: women are having to carry a significant mental load. And sadly, it doesn’t seem that this load is dissipating anytime soon. ABS data has highlighted how major this mental load really is.
- 73% of women feel they have to carry the household load.
- 71% of mothers complete all the planning and organising for the household.
- Women perform 79% of household tasks, including cleaning and care.
- Women also perform more unpaid domestic work than men.
In summary, many women have to juggle their jobs, caregiving and household tasks, which can lead to an increased probability of burnout and stress. But where does this mental load come from?
Well, old-fashioned societal norms dictate that women are expected to tend to the children and do the household chores. But instead of these outdated stereotypes, we need to start acknowledging that the load is imbalanced, and it is this imbalance that is a factor contributing to anxiety and depression rates among women. In Australia, higher rates of anxiety are attributed to women, and one in four women experienced a mental illness between 2020 and 2022, ABS reports.
But what can be done to stem these rates and address the root causes?
We can begin by challenging traditional stereotypes and stand up to antiquated views and perceptions. This involves men taking action to ensure the burden of change doesn’t sit with women. Mental health support and coping strategies, including professional counselling and access to an employee assistance program (EAP Australia), can reduce the mental toll women face.
At Converge, we help women develop strategies to rebalance their professional and personal lives. Counselling can validate and acknowledge women to ensure they feel heard, which is the first step to exploring and addressing stress, burnout, depression, and anxiety.
Closing the Gender Gap in Women’s Mental Health Support in Australia
While women are more likely to reach out for mental health support, that’s just half the battle. We can’t take statistics like these as a ‘close the book’ moment and believe everything is fine. In fact, as we mentioned, anxiety rates in women are higher. Equally, flexibility, mental load, and ongoing work and personal pressures make accessing support somewhat difficult. As such, just because women are more willing to seek support doesn’t mean there aren’t still barriers preventing them from doing so.
Common Barriers to Women’s Mental Health Support: Cost, Stigma & Access to EAP Services, include…
- Cost is a significant barrier to obtaining mental health support. Liptember affirms that 36% or 1 in 3 women can’t afford mental health treatment.
- Self-management is becoming more prevalent. 37% believe they can manage without professional support, according to Liptember.
- Stigmatisation is still ubiquitous. Ageism, ableism, racism, and domestic violence can all prevent women from speaking up.
When exploring barriers, sexual harassment, racism, domestic violence, and other factors are also at play. Fears of reporting and repercussions, isolation and ostracisation, also prevent women from seeking support. That’s why objective support, free of judgment, can be vital. At Converge, our counselling services are free and confidential, helping to ease the cost burden and fears associated with speaking up. With women also juggling numerous responsibilities, our flexible employee assistance program (EAP services) ensures support can be delivered in whichever manner is needed: face-to-face, virtually, or after hours.
Yet more can be done. We can work collectively to stamp out stigmatisation and stereotypes. Workplaces can also do more to become psychosocially and psychologically safer by normalising help-seeking and creating a culture built on care and wellbeing.
From Hormones to High Stress: Life Stages Impacting Women’s Wellbeing at Work
So we’ve shown that women disproportionately undertake care and household roles – while juggling a job – but there’s so much more to the story. Women are also affected by numerous physical changes throughout their lifetime. Menopause, perimenopause, fertility, infertility, pregnancy – the list is endless.
There’s also the gender pay gap, women making up the lion’s share of lower-paid jobs, and opportunity disparities. The PMC highlights that women experience a 55% earnings penalty during the first five years of their child’s life. Similarly, women also comprise over 70% of the part-time workforce. It’s no wonder that access to support can feel unattainable when cost is a factor.
All in all, women must contend with a great deal. When we look at menopause as an example, it’s a fact of life for women. However, many face shame and stigma in the workplace. Catalyst states 35% of women experience menopause-related stereotypes, with 72% of women hiding their menopause symptoms. As a result, access to workplace wellbeing programs and flexibility has been restricted. Why? Because the study uncovered that many women feel they will be shamed, judged, embarrassed, and career-limited.
Removing Barriers to Support for Women at Work: Psychologically Safe Workplaces & Employee Assistance Programs
With women having to bear the brunt of all the above – and then some – we must do more. In the workplace, promote judgement-free and safe conversations around menopause. Offer flexibility for women who need it. Provide work adjustments so that women feel comfortable if they’re going through pregnancy, returning to work, or going through perimenopause or menopause.
Life stages present unique challenges and mental health battles for women. As such, creating a workplace culture permeated with wellbeing initiatives, opportunity, and safe communication is key. Also key is women knowing they are not alone. Converge has experts always on hand to support women through life’s hurdles. Our specialised clinicians and wellbeing coaching can offer female employees an opportunity to overcome their challenges effectively and proficiently. Empowerment is paramount, and we’ll be there to support you.
Building a Future of Flourishing: What Women Want from Workplace Wellbeing & EVP (with EAP Australia)
Expectations are shifting. Remember the Great Resignation (that time when people said no to poor work-life balance after the COVID-19 pandemic)? Well, unsurprisingly, women left their jobs in droves. In fact, in the US, this unprecedented exodus was predominantly led by women. Three million women quit, and 1.1 million women refused to return to work. Not surprising when we look at pay disparities, unequal opportunities, and discrimination. This is just an example of the shift in the times. Women are saying no more. And employee value propositions (EVP) need to reflect the new norm.
We’re seeing this shift significantly in the younger population. It’s official, Gen Z and millennials will soon overtake the baby boomers in the employment census, Glassdoor says. And a Stanford Report outlines that wellbeing and mental health safeguards are an expectation, not a luxury. As such, younger generations – and even older generations – are becoming increasingly aware of unrealistic workloads and inadequate work-life balance. So, balance and support are now two additional pillars of any employee value proposition (EVP). But how does a workplace achieve this?
It’s simple: effective and immediate wellbeing solutions. Through EAP in Australia, employees have access to holistic wellbeing solutions from providers like Converge. Women, in particular, can acquire financial coaching, legal advice, career coaching, counselling, and specialised support quickly and easily – anytime, anywhere via Converge’s EAP in Australia.
Employers should be utilising employee assistance programs as a central hub that drives productivity, employee satisfaction, and retention. Equally, they should be working towards mitigating those economic costs of absenteeism and presenteeism. Prioritising wellbeing will always be foundational, and we can’t become complacent in trying to improve the lives of female employees. A single support system with Converge is the path forward.
Get in touch with our expert team to learn why we’re the right EAP fit for your organisation
FAQs: Women’s Mental Health & Workplace Wellbeing
Q1. Why is women’s mental health support so important in the workplace?
Because women face unique pressures such as the mental load, gender pay gap, caregiving responsibilities, and stigma. Addressing these through EAP services improves wellbeing and productivity.
Q2. What role does an Employee Assistance Program (EAP) play for women?
EAPs provide confidential counselling, financial coaching, legal advice, and wellbeing support that help women manage stress, burnout, and life transitions like menopause or parenting.
Q3. What are the main barriers to women accessing mental health support?
Cost, stigma, lack of workplace flexibility, domestic violence, and cultural or social expectations often prevent women from seeking help.
Q4. How can workplaces better support women’s mental health?
By normalising help-seeking, promoting inclusive EAP services, offering flexible work arrangements, and ensuring psychological safety through policies and training.
Q5. What wellbeing services does Converge provide for women?
Converge offers holistic wellbeing solutions including counselling, coaching, nutrition advice, legal and financial support, and tailored workplace mental health programs.
