Supporting reproductive health is good business: UNFPA Official
WVR - To increase women’s participation in the workforce and attract and retain top talent, companies should invest in policies that support reproductive health and combat sexual harassment.
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| Dr. Natalia Kanem, Executive Director of UNFPA. (Source: UNFPA) |
Women may represent nearly 40% of the global workforce, but the average workplace was not built with them in mind. Systemic barriers such as insufficient parental leave and persistent sexual harassment prevent women from climbing the career ladder and perpetuate the gender wage gap.
That must change. Companies should strive to create an inclusive environment for women by establishing clear policies on sexual harassment, flexible leave, and working from home. This would allow all workers – including, say, men who would like to take their paternity leave without guilt – to invest in their own health and support their families.
While there has been some important progress on women’s inclusion in the workplace in recent decades, plenty of work remains to be done. Nearly 200 million women working in global supply chains reside in countries where their health needs go largely unmet. Equally concerning, fewer than one in three managers is a woman.
As a result, the United Nations Population Fund (UNFPA) has focused on helping companies invest in employees’ health and well-being. Yes, it is the right thing to do, but it is also good business: a recent UNFPA analysis found that subsidizing sexual and reproductive-health products and services increased workplace productivity by 15%. A strong commitment to employees’ sexual and reproductive health and rights could also improve morale, decrease absenteeism, reduce turnover, and, most importantly, advance gender equity in the workplace, which could add $12 trillion to global GDP.
Recognizing that measuring progress is required for meaningful, sustained change, UNFPA, in cooperation with Accenture, published a scorecard that demonstrates how well a company is doing at preventing and addressing workplace sexual harassment and supporting employees’ family-planning goals. Like other environmental, social, and governance metrics, the scorecard measures performance on indicators that both advance a social good and support the bottom line.
The first step to achieving gender equality in the workplace is to ensure that people are safe and respected. Recent data have shown that one in five people experience violence or harassment in the workplace, and that one in 15 people experience sexual violence or harassment at work. But only half of survivors of workplace abuse disclose their experience to anyone. These figures reinforce what many women have long known.
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| Female workers in Hanoi receive free reproductive health check-ups. (Source: Lao Dong Thu Do Newspaper) |
Creating a safe workplace starts with organizational culture – companies must demonstrate that they do not tolerate workplace sexual harassment and, in fact, will root out such behavior. That means implementing policies that directly address and create clear pathways for reporting instances of harassment, alongside trainings that emphasize the importance of an inclusive environment.
As for reproductive health policies, companies can expand women’s choices and help them thrive in the workplace by offering financial support for fertility treatments, surrogacy, adoption, and eggfreezing, as well as by providing private spaces for breastfeeding and free or subsidized menstrual products. And increasing paid parental leave will attract younger workers regardless of gender.
Companies that demonstrate a commitment to ethical business practices and employee wellbeing will hire and keep top talent, while also getting the best from their workforce. Simple changes, such as providing employees with sanitary pads and iron supplements, have been shown to increase workplace productivity. Moreover, 59% of companies that offer infertility coverage report that it has earned them recognition as a family-friendly employer, and 62% report that it has allowed them to stay competitive in attracting and retaining workers.
Employees are not the only ones seeking better workplace standards. Customers are more likely to patronize businesses with ethical and sustainable practices. In a recent survey of Gen-Z consumers, half of the respondents were more willing to buy from companies with a demonstrated commitment to diversity and inclusion. Another study found that progressive marketing around gender could help brands grow by 8%.
To increase women’s participation in the workforce and attract and retain top talent – regardless of gender – companies should invest in policies that support reproductive health and combat sexual harassment and discrimination. This will lead to a healthier, happier, and more productive workforce, and forge a more prosperous, inclusive future where employees thrive and businesses flourish.
| Dr. Natalia Kanem, a Panamanian, is the Fund’s fifth Executive Director. She had been serving as Acting Executive Director since June, and as Deputy Executive Director, Programme, since July 2016. She was also the UNFPA Representative in the United Republic of Tanzania from 2014 to 2016 and has held senior positions in the Ford Foundation and other non-governmental organizations and institutions. Dr. Kanem holds a Doctor of medicine degree from Columbia University and a Master’s degree in public health from the University of Washington. She is also a magna cum laude graduate of Harvard University in history and science. |
