Press release 5 March 2025.
International Women’s Day: Women need targeted support throughout their entire working lives
As International Women’s Day approaches (8 March, 2025), GRiD, the industry body for the group risk sector, is cautioning employers on providing one-size-fits all employee benefits for female staff, as their concerns are quite specific. Its research shows that female employees’ concerns about their physical health increase with age, but mental wellness-related issues peak earlier in life.
Biggest health concerns of female employees
When asked about their biggest health concerns, 21% of female Baby-boomers cited serious ill-health such as cancer or heart disease, which reduced to 17% for Gen X women, 16% for Millennial women and 5% for Gen Z women. Similarly, ‘living with long-term chronic illness’ was a concern for 17% of Baby-boomer women, reducing to just 10% of those in Gen Z.
However, when asked about their mental wellbeing, just 7% of female Baby-boomer employees were concerned about stress and anxiety related to work, increasing to 8% of Gen X women, 14% of Millennial women, and 24% of Gen Z. However, the research also showed that other types of stress and anxiety, namely those relating to finances and home life, are amplified in mid-life for female Millennials and Gen X, but are less likely to affect Gen Z and Baby-boomer women.
In short, there is a straight-line correlation between the age of women and their concerns about physical health, whereas mental health concerns peak in the middle working years. As their concerns differ with age, the support they require at different ages needs to match.
Employers encouraged to be proactive in designing employee benefits for women
In keeping with this year’s International Women’s Day theme, ‘accelerate action’, employers need to take definitive steps to ensure support for female employees is targeted to meet their needs – and also by adapting it by age. GRiD recommends that employers should not make assumptions about the needs of women, but by seeking regular feedback, they can ensure that their employee benefits remain appropriate and valued.
Katharine Moxham, spokesperson for GRiD, said: “Women are typically provided with lower-value benefits than men because of the gender pay gap. Employers can actively take steps to redress this balance by ensuring their female employees are fully supported and encouraged to make use of all the benefits available to them throughout their entire working lives.”
A financial safety net
GRiD’s research also highlights the importance of all-encompassing employee benefits that support women financially, physically and mentally. While a financial safety net is important for those who are unable to work due to illness, with the right preventative measures in place, fewer women will need to rely on such support.
Preventative measures
Many employee benefits, such as group risk benefits (employer-sponsored life assurance, income protection and critical illness), now include a plethora of ways to support and promote wellbeing, and therefore reduce absence. Increasingly, benefits incentivise staff to know and improve their health metrics (blood pressure, BMI, cholesterol), monitor their lifestyle, and make positive changes, such as regular walking, doing brain-training exercises and learning relaxation techniques.
In-the-moment support
For those who require it, employee benefits should provide women with efficient access to support, such as virtual GPs, nurse-led emotional and practical support, health-based apps and websites, and in-the-moment support from Employee Assistance Programmes.
Katharine Moxham concludes: “As we are all working longer, the differing needs of female staff at the start and end of their career is only going to continue. However, employers who do not provide appropriate employee benefits are jeopardising their productivity: women who are not supported in their health and wellbeing may choose find a more supportive employer or to leave the workforce entirely – something that individual employers and the UK economy can ill-afford.”
1. Employee research was undertaken by Opinium from 7-10 January 2025 among 1,250 employed adults, aged 18+.
For further information please contact:
George Dunlop
SMUK Marketing and PR
Mob: 07912 178156
gdunlop@smuk.org.uk
Katharine Moxham
Spokesperson for GRiD
Mob: 07887 512508
Katharine.moxham@grouprisk.org.uk
Notes for editors
About GRiD
Group Risk Development (GRiD) is the industry body for the group risk sector, promoting the value to UK businesses of providing financial protection for their staff, enhancing their well-being and improving employee engagement. Our membership includes insurers, reinsurers, intermediaries and those operating in (or with other interests in) the UK group risk market. Together this forms a collective wealth of experience built over many years. Under the chairmanship of Colin Fitzgerald (Distribution Director – Group Protection, L&G Retail) GRiD aims to promote group risk through a collective voice to Government, policymakers, stakeholders and employers.
GRiD works with government departments and regulators involved in legislation and regulation affecting group risk benefits, and with other organisations involved in the benefits and financial protection arenas. GRiD also seeks to enhance the industry’s standing by encouraging best practice and by participating in industry-wide initiatives such as the professional qualification in group risk managed jointly with the Chartered Insurance Institute.
GRiD’s media activity aims to generate a wider awareness and understanding of group risk products and their benefits for employers and employees.
GRiD’s dedicated spokesperson, Katharine Moxham, provides expert media comment on a full range of group risk issues.
Follow Katharine Moxham on Twitter @KMoxham
