Jennifer Fisher, MBA, SHRM-SCP’s Post

This article by Fortune and Great Place To Work US got us thinking about the pivotal role workplaces play in supporting women's well-being, especially concerning their health. Trust, fair pay, meaningful work, and mental health support are not just buzzwords; they're essential pillars in creating an environment where women can thrive. From offering equal opportunities for advancement to ensuring pay equity, these workplaces prioritize fairness and inclusivity. But what's even more noteworthy is how these factors tie into employee health. When women feel valued and respected at work, it positively impacts their mental and physical well-being. Supportive environments lead to lower stress levels, better work-life balance, and ultimately, healthier, happier employees. When we invest in women's well-being, we're investing in the health and success of our entire workforce. Cheers to creating healthier workplaces for all! 🌟💼 Read the full article here: https://lnkd.in/gxpE_99j #WomenAtWork #EmployeeHealth #InclusiveWorkplaces #WorkplaceWellbeing #EmployeeBenefits #HealthcareSupport #ChronicIllness #WorkLifeBalance #EmployeeEngagement #HRStrategy #WellnessProgram #HealthyWorkplace #MentalHealthSupport #OccupationalHealth #HealthyEmployees #EmployeeProductivity #InclusiveCulture #WorkplaceSupport #TeamWellbeing #HR

Make sure that you register for the upcoming webinar on 4 June - to understand the key findings from the National Work and Family Survey and the business case for a Family Friendly Workplaces aligning to the results. #ParentsAtWork #UNICEFAustralia

Welcome to day 4 of #WomensWeek. In line with this year's theme (“Inspire Inclusion”), I’d like to discuss how we can make workplaces more inclusive. Specifically, the importance of Women-Friendly HR Policies that matter in today's workplace. While all HR policies should be inclusive, there's a need for greater sensitivity towards women's unique needs, especially with the delicate balance of managing home and work life. Many women are subject to pressures that men aren’t. For example, many women are still expected to bear the brunt of housework and child care despite also working full-time jobs. Implementing policies that help offset these struggles can improve women’s morale while also making your company more attractive. Companies that invest in women-friendly policies: -Retain top talent: Studies show these policies help keep women engaged and on track for leadership roles. -Boost morale and productivity: Happy employees are productive employees. -Attract and recruit diverse talent: A progressive approach speaks volumes to potential candidates. Some examples of these policies include: -Maternity leave: Generous leave with comprehensive support during and after pregnancy. -Family-friendly options: Pick-up and drop-off facilities, flexi-time, and childcare solutions. -Health and wellness: Benefits covering female-specific health needs. -Sabbaticals and leave options: Supporting personal growth and career breaks. -Safe working environment: Addressing and preventing security concerns. Investing in women's success is an investment in your company's future. What are your thoughts on women-friendly HR policies? What policies have you seen work well? How can we make workplaces more inclusive and supportive for all? Share your thoughts below, and see you tomorrow for day 5 of Women’s Week! #WomenInLeadership #HRPolicy #InspireInclusion #WomensDay #PragitiLeadership #internationalwomensday2024

Today's working mothers are demanding change! They are prioritizing wellbeing and seeking employers who understand the unique challenges they face. This shift in expectations is driving companies to re-evaluate their policies and support systems. #efficiency #productivity #quality #costreduction

Just returned from an inspiring trip to Austin, Texas, where I had the honor of speaking on the panel "Revolutionizing Workplace Wellbeing For Women Of Color" at SXSW. The experience was not only 💫 enlightening but also reinforced the critical conversations we need to have around financial equity and #workplacewellbeing. I have SO much to share in upcoming posts, but I wanted to zero in on three pivotal takeaways: 1️⃣ The Journey to Financial Equity is Far from Over: Despite the progress made, we find ourselves on a long and challenging journey toward achieving true financial equity in the workplace for all women, with women of color facing particularly steep barriers. 💡It's a journey that requires relentless advocacy, innovative thinking, and systemic change. 2️⃣ Holistic Wellbeing is Non-negotiable: Solutions must encompass the full spectrum of employee wellbeing, including mental health and financial wellness, alongside advocating for policies like paid parental leave and support for working parents and caretakers. 💡 Recognizing and addressing these areas are foundational to fostering a healthy workplace where employees feel valued and supported in all aspects of their lives. 3️⃣ Navigating Life's Transitions Together: The workplace must evolve to support women through various biological changes, understanding these are not just personal issues but ones that impact professional growth and wellbeing. 💡Solutions that acknowledge and support these transitions can uplift women across all stages of their careers. This panel discussion was a vivid reminder of the work ahead and the potential for transformative change. ➡️ It also underscored an important truth: when we improve the workplace for women of color, we create a ripple that benefits EVERYONE! A shout out to my wonderful fellow panelists Shelly Bhowmik, MD MPH, Deborah Porter, and Kim Jones. ❤️ Stay tuned for more insights & discussions on how we can collectively forge a path to a more equitable and healthy workplace! #financialinclusion #financialcoaching #sxsw2024 #diversityequityandinclusion #wellbeingatwork

What are the hidden barriers to workforce equity? 🤔 From neurodiversity to caregiving responsibilities, understanding these challenges helps us build a more inclusive workplace. This WorkLife article explores overlooked barriers and offers insights on how flexible policies can foster true equity: https://ow.ly/YteB30sHGV3. #EquityAtWork #InclusiveCulture #WorkplaceWellbeing

Numerous working mothers have raised concerns about the #doubleburden they face, which affects their #worklife balance. However, it’s ironic that these concerns are often ignored, even in women-led organisations. Hence, it is time for women-led organisations to be courageous and effect change that moves beyond discussions that praise women for their strength and take action to alleviate their burden. It is time for #womenentrepreneurs to step up and create new #work cultures and structures that benefit women, families, and society. Read my full article here - https://lnkd.in/gnuYVeZQ I'm looking forward to your thoughts on this 😊 Is it realistic? Should we focus on remote/hybrid work, or emulate France's newly piloted four-day work week? 🤔 As a man, would you also advocate for a 5-hour workday for yourself? 😁

🌿 A Call for Compassion in Our Workplaces 🌿 As our professional environments continue to evolve, it’s crucial to revisit the core principles guiding our HR policies. Today, I want to address a sensitive but critical issue: the need for genuine empathy, particularly with respect to women’s health issues like menstrual pain. There should be no shame in discussing this openly. In today’s informed society, everyone, regardless of their background, is aware of these issues, and there should be no hesitation in addressing them publicly. If you feel this topic shouldn't be discussed openly, it may be time to reconsider that perspective. While we meticulously craft policies covering everything from punctuality to Fun Fridays, we often overlook those that foster empathy and humanity. Imagine if HR could embody real empathy just for a day or two each month. The impact on daily operations would be negligible, but the positive effects on employee well-being and productivity could be transformative. Often, we are unaware of the discomfort someone might be enduring or how they strive to stay productive despite it. When a female employee manages to meet deadlines despite significant pain, a little respect and genuine empathy are the least we can offer. I just wanted to know from HR: Don't you guys have hearts? Can't you take ownership of some genuine matters like these, instead of others? Can't you handle the bosses instead of saying if someone is 30 seconds short of 7.30 hours for a short leave, their half day will be marked? It’s particularly disheartening to see societal advancements in support of such issues while some individuals, including women in pivotal roles, remain indifferent. This isn’t about pointing fingers but fostering a dialogue. As women, if we don’t support each other in these fundamental matters, how can we expect support in return? How can we expect full engagement in team activities like Fun Fridays and company outings when basic empathy is lacking? Let's continue this conversation with hope and respect, aiming to cultivate a more understanding and supportive work culture. Together, we can make a difference. Let’s champion HR practices that reflect our shared humanity, ensuring our workplaces are not just functional but compassionate. #WomensHealth #HR #Empathy #Policies #Humanity #Courtesy #CorporateLife #Corporate

As a woman, we always lose!! No matter what you do, there is always something that’s left behind. Balancing both career and family is often impossible and comes at a cost of exhaustion eventually. What we need are flexible workplaces and flexible work hours. Women in leadership so that empathy is engrained in the management. Compassion and prioritizing the mental wellbeing of employees. The world is so much more mature now in terms of economic growth. What are we even running behind if not a good quality of life? Indra Nooyi #women #workplace #wellbeing

Workplace Culture Is Not Working for Mothers. A FlexJobs survey found that 65% of working mothers believe they can’t “have it all” when balancing work and family responsibilities. This struggle, this juggling act, is a daily reality for many. 72.4% of mothers with children under 18 participate in the labor force (Bureau of Labor Statistics). Given these challenges, it’s crucial to find effective solutions. Consider partnering with a Career Ownership Coach®. I will help you design a career path that is uniquely tailored to your lifestyle and personal goals, ensuring you can succeed at work and home at no cost to you. Connect with me today: https://lnkd.in/eq3mTMN7 #WorkLifeBalance #WorkingMoms #CareerOwnershipCoach #MothersInWorkplace #YourCareerRevolution #CareerTransition