Women at work: More than a seat at the table

"She's so bossy!" "Must be that time of the month." "She's too soft to lead."

Women in the workplace have heard it all. Confidence is mistaken for arrogance, assertiveness is called aggression, and emotional intelligence is seen as a weakness. 

Despite decades of progress, women still fight bias, unequal opportunities, and lack of workplace support every single Day.

Every year, companies celebrate Women's Day with campaigns, panel discussions, and social media shoutouts. But beyond the hashtags, the real question remains:

Are we giving women the workplace they actually deserve?

Let's break down why women are crucial for a thriving workforce, the challenges they still face, and what companies can do to truly support and retain their female employees.

Why Women Aren't Just Important—They're Essential

Women in the workforce are not just about diversity metrics; they bring unique strengths that drive success. Companies with a higher percentage of women in leadership see a 25% boost in profitability (McKinsey, 2023).

Women bring:

• Stronger collaboration – Women leaders foster inclusive teams that drive innovation.
• Higher emotional intelligence – Critical for managing teams, conflict resolution, and customer relations.
• Better decision-making – Companies with gender-diverse leadership perform better financially.

Despite these strengths, women hold only 16% of executive roles, and workforce participation for women has declined in the past decade (Great Place to Work, 2023).

So, what's holding women back?

The Current Reality: Progress, but Not Enough

Yes, there are more women in the workplace than ever before. But are they getting the same opportunities?

 The reality check:

• Women's workforce participation has stalled at 26% after years of steady growth.
• Women comprise only 8% of Fortune 500 CEOs (Catalyst, 2024).
• 70% of caregiving responsibilities still fall on women, forcing many to leave jobs (ILO, 2023).

The problem isn't just hiring women—it's keeping them.

Without the right policies, women drop out of the workforce at higher rates due to burnout, caregiving responsibilities, and lack of growth opportunities.

A working mother returning from maternity leave often faces the "motherhood penalty"—fewer opportunities, slower career growth, and even pay cuts. Women in leadership still struggle for equal recognition, with 60% of women in senior roles experiencing microaggressions at work (Lean In, 2023).

The gender gap in workplaces isn't just a women's issue—it's a business issue. Companies need to rethink how they support and retain their female employees.

What Benefits Should Every Workplace Offer Women?

Companies that genuinely value their female employees don't just celebrate Women's Day—they create policies that make work better for women every Day.

1. Maternity, Parental & Caregiver Support

• Extended paid maternity leave beyond the standard 26 weeks, allowing mothers to recover and transition back to work smoothly.
• Paid paternity leave to encourage shared caregiving responsibilities and reduce the burden on women.
• Childcare support, including on-site daycare, childcare stipends, or partnerships with childcare providers.
• Flexible return-to-work programs for new mothers, offering part-time options or gradual transitions.
• Paid caregiver leave for employees taking care of aging parents or sick family members.

2. Menstrual, Menopause & Reproductive Health Benefits

• Menstrual leave for employees experiencing severe pain or health conditions like PCOS or endometriosis.
• Menopause support, including workplace wellness programs, flexible work arrangements, and access to specialists.
• Fertility IVF support covers egg freezing costs, fertility treatments, and adoption assistance.
• Gynecological health check-ups as part of preventive healthcare plans.

3. Women-Specific Insurance & Wellness Benefits

Many corporate health insurance plans are one-size-fits-all, ignoring the specific health needs of women. A strong benefits package should include:

• Comprehensive maternity coverage, including pre-and postnatal care, lactation support, and postpartum mental health counseling.
• Annual wellness check-ups covering breast cancer screenings, pap smears, and osteoporosis tests.
• Access to mental health resources, including therapy, stress management programs, and burnout prevention initiatives.
• Wellness stipends for gym memberships, yoga, meditation, or other fitness programs designed for women.
• Workplace hygiene initiatives, including free sanitary products and private lactation rooms.

4. Work-Life Balance & Flexibility

Women often juggle multiple roles—employee, caregiver, partner, and more. Companies that prioritize work-life balance see higher retention rates and improved productivity.

• Flexible work hours, allowing employees to adjust schedules around personal responsibilities.
• Hybrid & remote work options, helping women manage home and work responsibilities effectively.
• Four-day workweeks, a growing trend that improves mental well-being while maintaining productivity.
• Support groups for working mothers and women returning from career breaks.

5. Equal Pay, Promotions & Leadership Growth

Despite equal qualifications, women still earn 16-20% less than men in the same roles (World Economic Forum, 2023). Companies must take real action to close the gap.

• Regular pay audits to ensure equal pay for equal work.
• Transparent promotion policies to eliminate bias in career advancements.
• Mentorship & sponsorship programs that actively support women in leadership.
• Returnship programs for women re-entering the workforce after career breaks.

What Companies Can Do Today (Not Just on Women's Day!

Women don't need performative appreciation—they need real action. Here's how companies can start making a difference right now:

• Set measurable diversity goals – Hire, retain, and promote more women into leadership.
• Train managers on unconscious bias – Bias affects hiring, promotions, and even daily interactions.
• Encourage male allyship – Gender equality isn't just a women's issue—men must advocate too.
• Create a culture of inclusion – Beyond policies, workplaces need to be safe and empowering.

Final Thought: What's Next?

Women's Day is a great reminder to celebrate women—but it should also be a call to change the status quo.

So here's the challenge: What is your company actually doing to make work better for women—not just today, but every Day?

Because when women thrive at work, businesses thrive too.

We'd love to hear your thoughts—what's one workplace policy that made a real difference for you?

email us at: hello@pazcare.com