Empowering Indian women: Tailored health and wellness programs for holistic well-being

Today, only 29.4% of India’s workforce is made up of women. This needs to change.

In recent years, the empowerment of women has gained significant attention across various sectors in India. While progress has been made in areas such as education and workforce participation, there is still work to be done when it comes to women’s health and wellness. Recognizing the unique challenges faced by women, organizations are stepping up to provide tailored health and wellness programs that address their specific needs.

Balancing Responsibilities:

Balancing work, home, and personal commitments continues to be a significant challenge for working women. This juggling act can lead to mental health issues, reproductive problems, musculoskeletal disorders, and other health concerns. Organizations that are keen to sustain engagement and productivity acknowledge these challenges and work towards providing support and resources to help women navigate these demands.

Reproductive Health and Well-being:

Organizations understand there is a gap, and some have already started focusing on reproductive health issues, particularly for women in the workforce. Measures such as paid maternity leave, dedicated breastfeeding rooms, and on-campus crèche facilities are being implemented to support pregnant working mothers. By extending health benefits, companies are ensuring that new mothers can bond with their babies and continue breastfeeding, promoting physical and emotional well-being. Having said that, we still observe a significant challenge when it comes to returning to work after childbirth. Women need to be coached and supported upon making the choice to further nourish their careers, alongside their families.

Menstrual Health and Well-being:

Another vital area that corporations are addressing is menstrual problems. Menstruation can significantly impact a woman’s physical and psychological well-being, affecting her ability to concentrate and perform at work. Organizations are finally introducing provisions such as additional paid leave and creating a more equitable work environment by recognizing the challenges faced by women during their menstrual cycles. This empowers women to manage their health without compromising their professional responsibilities.

Cancer Awareness:

Cancer, particularly breast and cervical cancer, remains a significant concern for women’s health. Organizations are taking proactive measures to educate and support their female employees. Smoking cessation programs, regular personalized women’s health check-ups, and screenings such as mammograms and pap smears for reproductive organ cancers are being integrated by some of the more progressive workplaces into health management initiatives, ensuring early detection and treatment. Vaccines for such diseases are another issue that needs attention.

Addressing the Health Challenges of Sedentary Jobs:

Sedentary jobs pose health challenges for women, including obesity, infertility, musculoskeletal problems, diabetes, fatty liver disease, and heart disease. Organizations have started promoting physical activity and healthy lifestyles by providing healthy food options, organizing exercise sessions, and offering access to gym facilities. By creating a supportive environment, companies empower women to prioritize their physical well-being.

Psychological Support for Women:

Women are at an increased risk of anxiety and depressive disorders. To address these concerns, organizations should offer assistance programs such as counselling services and support groups. This holistic approach to well-being acknowledges the interconnectedness of physical and mental health and ensures women feel supported in all aspects of their lives.

Comprehensive Health Insurance Plans:

Tailoring health insurance plans to meet women’s specific needs is crucial. These plans should encompass hormonal imbalances, reproductive difficulties, endometriosis, menopause support, and many other gender-specific health concerns. Flexible work cultures that accommodate health emergencies related to menstruation, pregnancy, breastfeeding, and childcare should be encouraged more, fostering an environment where women feel supported and empowered.

Creating Awareness and Breaking Barriers:

Some organizations are embracing awareness sessions, health talks, and support groups to address specific women’s health issues. These platforms facilitate connection, allow women to share their experiences, and provide access to professional guidance and support. By promoting open dialogue, organizations break down barriers and destigmatize topics related to women’s health.

Prioritizing women’s health requires creating an inclusive and transparent work culture. Organizations that support tailored health and wellness programs for women not only benefit their employees but also foster productivity, diversify the economy, and promote income equality. By actively participating in the empowerment of women and partnering with providers like Medix Global, organizations drive positive change and contribute to a healthier and more equitable society. Prioritizing women’s health and wellness is an ongoing commitment that enables women to thrive personally and professionally, reaching their full potential and achieving holistic well-being.

I am proud to see change happening, albeit in a small way, and so much more needs to be done.

India will only be able to continue and thrive and deliver continuous economic and social growth if more women take part in the workforce in the short and long term. Today, only 29.4% of India’s workforce is made up of women. That needs to change. Without the right support and framework, it won’t.

It is our social and moral responsibility to join forces to drive this change for the future of India.

(This article is authored by Sigal Atzmon, CEO & Founder, Medix Global)

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of ET Edge Insights, its management, or its members

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