Supporting Women at Work: Tailored Employee Benefits
A company’s employee benefits package is a significant reflection of the company culture, highlighting the core values and importance placed on attracting a diverse pool of talent. A well-designed benefits package can significantly enhance the appeal of a workplace to female candidates, particularly those in specific life stages or with childcare responsibilities. For many women, especially those balancing careers with family life, the right perks can mean the difference between continuing to grow in their careers or actually being pushed out of the workforce by the lack of flexibility offered by companies to support them as they balance their professional and personal lives.
In today’s work environment, the offer of remote working options is more attractive to female candidates because they remove the burdens of commuting and enable a better balance between work and childcare. In contrast, traditional office positions that require long commutes can inadvertently push women out of the workplace. This is particularly true for those with caring responsibilities, as rigid schedules and long travel times make balancing personal and professional commitments almost impossible, not to mention the need for increased child to cover the lost time in commuting.
For remote companies striving to improve diversity within their teams, especially in tech roles, offering female-friendly benefits is essential. Below are some key benefits and perks designed to attract female candidates.
Remote Work, Flexible Hours, and Part-Time Options
Offering remote work options places companies in a strong position to attract female talent, particularly those restricted by caring duties. By eliminating the need for daily commutes, remote work empowers women to take on roles that they may otherwise not be able to accommodate due to childcare demands.
Companies like Buffer and Meilisearch have gone a step further by offering a four-day working week, providing more flexibility to employees. Buffer created a report on their experience of working a 4 day work week last year – here you can read about their experience. Meanwhile, organisations like FINN offer part-time options, recognising that not every employee can or wants to work full-time. These policies allow women to balance their personal and professional lives more effectively.
An example of this is Cleo, a company that hired a frontend engineer who had recently given birth to twins. Due to her childcare responsibilities, she could only work part-time. Cleo’s flexibility enabled her to return to the workforce while managing her family obligations. At a minimum, remote work and reduced hours open the door to more female employees, especially those with caring responsibilities.
Reproductive Health Benefits
Fertility Treatments
Covering the cost of fertility treatments, such as in vitro fertilisation (IVF), or egg freezing, is becoming a much sought-after benefit. Companies like HubSpot and Zapier already provide such support but they are in the minority, by recognising the importance of supporting employees through different life stages. Becky McCullough, the VP of Global Recruiting & Talent Development at HubSpot, shares her personal story of going through IVF and how this shaped the fertility benefits now in place at HubSpot. These benefits give women the freedom to pursue their career goals while managing family planning on their own terms. The reality is that many women who are starting families much later after first establishing their careers. This brings increased challenges when the time comes to try to conceive. Treatments such as egg freezing can support female employees to preserve their fertility until the time is right.
Maternity Care
Comprehensive maternity care is another critical benefit. This includes prenatal care, delivery support, and postnatal services. HubSpot offers robust maternity care perks through its Family@HubSpot employee resource group, ensuring that female employees have access to the care they need before, during, and after childbirth. This is particularly helpful for women as they return to work after maternity leave.
Parental Leave
Offering generous parental leave for both mothers and fathers is increasingly common, but companies like ZOE go beyond the basics by providing enhanced parental leave options. ZOE also offers return-to-work coaching to support new parents as they transition back into their professional roles after the birth or adoption of a child. This ensures that women don’t feel pressured to sacrifice their careers to start or grow their families. While offering extended parental leave to both parents, those who have given birth or not, recognising the importance of allowing both parents time to care and bond with the child, which in turn elevates some of the pressure placed on the parent that gave birth
Breastfeeding Support
Companies can provide valuable support for breastfeeding mothers by offering lactation consultants, designated pumping rooms, and reimbursement for breastfeeding supplies. These seemingly small perks make a significant difference for working mothers, helping them balance their health needs with their work responsibilities.
Childcare Support
Childcare costs are often one of the biggest hurdles for working parents, especially in countries like the UK, where these expenses are prohibitively high. Companies like ZOE offer programmes that allow employees to save on nursery fees, including tax and National Insurance savings on their full monthly fee. Given how frequently one parent’s (often the mother’s) entire salary is used to cover childcare, providing financial assistance for childcare can make a substantial impact on women’s ability to remain in the workforce. The impact of these kinds of benefits is huge on society to ensure women can continue to contribute their skills and knowledge as they continue to advance in their careers.
Health and Wellness Benefits
Women’s Health Programmes
Offering preventive care, screenings, and education on women’s health issues is a proactive way to support female employees. Companies that provide access to specialised health programmes for women help them maintain their well-being and catch potential health issues early.
Mental Health Support
Mental health is a crucial concern in today’s fast-paced work environment, and many companies have begun offering access to mental health counselling and resources. Cleo, Meilisearch, and Zapier are just a few examples of companies that integrate mental health support into their benefits packages. Services like these can easily be incorporated into an HR stack, allowing employees to access support when they need it. Offering mental health resources empowers women to prioritise their well-being, which is especially important for those balancing work with other responsibilities.
Career Development Benefits
Mentorship Programmes
Mentorship programmes are invaluable for personal development and can help women identify opportunities for advancement.
Leadership Development
Leadership training programmes tailored to women can help bridge the gender gap in leadership roles. These programmes provide women with the skills and support they need to pursue leadership positions and advocate for themselves in the workplace. These supports demonstrate the value in ensuring improved diversity in leadership positions and the impact this has on the wider organisation.
Networking Events
Organising networking events for women allows them to connect with other professionals, share experiences, and build meaningful professional relationships. Networking events can foster a sense of community within the company and encourage collaboration among female employees.
Conclusion
Designing benefits that cater to female employees is essential for companies looking to attract and retain top talent. Remote work, reproductive health coverage, childcare support, and career development opportunities are just a few examples of the benefits that can make a significant difference in the lives of female employees. By offering these perks, companies demonstrate their commitment to creating an inclusive, supportive work environment where women can thrive both professionally and personally.