5 ways employers can support women's mental health

Amid a growing acceptance of mental health support among Americans, a recent survey reveals that only about half of women (53%) currently seeking mental health benefits believe their partner would find them helpful. This figure drops to a mere 37% among Black women, underscoring an ongoing mental health stigma among communities of color.

As women grapple with job changes, transitions to part-time work or leaving the workforce due to less supportive environments, domestic expectations and evolving flexible work arrangements, it's crucial for employers to recognize the higher incidence of mental health conditions women face and how these challenges manifest within this demographic.

Lost productivity and healthcare costs 
Globally, an estimated 12 billion working days are lost annually to depression and anxiety alone. Beyond the productivity toll, behavioral health issues have a disproportionate impact on employers' healthcare spending. In a recent study of 21 million commercially insured people, it was found that out of the highest-spending 10%, about one in four (27%) had behavioral health care needs and were responsible for more than half (57%) of all health care costs.

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Remarkably, initiatives aimed at improving behavioral health have shown impressive outcomes, with a fourfold return in enhanced health and productivity for every dollar invested in treating common mental illnesses. Here are five strategies to promote the behavioral well-being of women in the workplace.

1. Establish a comprehensive benefits strategy for end-to-end care
Organizations can create a comprehensive approach that empowers employees to proactively uphold mental health akin to wellness checkups for physical health. By offering a range of services like self-help apps, caregiving support or emotional assistance, they can help employees address stress, burnout, and anxiety. Whether employees access the healthcare system in a time of crisis or while seeking coaching support, the objective should be to transform every interaction into an opportunity to advance their mental well-being. 

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2. Promote virtual care for enhanced access to mental health providers
With an expected shortage of approximately 245,000 behavioral health providers by 2025, the demand for convenient access to mental health support remains high. To address this challenge, virtual care solutions can help bridge those gaps and improve access to essential services. The convenience of virtual care has been largely embraced by caregivers, a role often held by women, regardless of employment status. For example, UnitedHealthcare recently expanded their suite of behavioral health offerings to include virtual behavioral coaching at no additional cost to millions of eligible members.

3. Combat stigma among employees, particularly high-risk groups 
The pandemic's far-reaching effects on mental health have disproportionately affected women, teens, and people of color. To reduce stigma and foster support, organizations can partner with employee resource groups (ERGs) to create a safe space. ERGs can enable employees, especially mothers and those from diverse backgrounds, to connect and share their experiences. Leaders can help normalize mental health discussions by adopting a 'person-first' approach rather than labeling individuals by their conditions. They can also offer health plans that allow members to search for providers with ethnicity, gender and language filters, as diverse populations are more likely to seek support from providers with similar backgrounds.

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4. Offer a guided member experience to support employees and their families
Close to half of all employees prefer immediate assistance over scheduled therapy visits. But even though most employee assistance programs (EAPs) offer immediate emotional support services, employees are largely unaware of the existing benefits they have access to. To boost awareness, organizations can utilize EAP advocates, primary care physicians, and benefits advisers trained to recognize signs of distress, who can guide employees to evidence-based recommendations. The same applies to digital plans that can help employees access data-driven suggestions. By implementing employee campaigns during onboarding, open enrollment, and pivotal life moments like maternity leave, employers can educate their workforce about the emotional health resources available to them. 

5. Extend support for women's health beyond maternal care 
As employee expectations regarding women's health benefits continue to rise, it's important to recognize that women's health extends far beyond their reproductive years. Throughout their lives, women undergo profound changes that result in diverse health needs over time. These include a higher prevalence of chronic or complex health conditions, an increased likelihood of behavioral health diagnoses, and mental health challenges linked to pregnancy and menopause. Although mental and physical health are often seen as being separate, they are closely linked. By offering the right mix of benefits, resources and support, employers can help enhance the overall well-being of their employees.