5 Ways Employers Can Support Women’s Mental Health

Summary. Covid-19 has had a profound impact on employee mental health and well-being. The authors describe the disproportionate impact the pandemic has had on the mental health of three important employee groups: mothers, senior-level women, and Black women. They establish a case for change and offer tactical solutions that employers can implement to create productive and inclusive environments where individuals across the mental health continuum can thrive.

Covid-19 has profoundly impacted employees’ well-being. Recent employer surveys conducted by McKinsey’s Center for Societal Benefit through Healthcare show almost a third of employee respondents have reported anxiety over layoffs or furloughs since the start of the pandemic, 28% have reported burnout, and 21% and 20% have reported stress over childcare and the health of loved ones, respectively.

Though employed female respondents have been similarly likely to indicate that returning to work will have a negative impact on their mental health as their male counterparts, they are 12 percentage points more likely to report worry that they’ll have less flexibility to take breaks and set their own schedule upon return. And while most employers are aware that Covid-19 has strained the mental health of their employees, there is a significant gap between how employers and employees perceive workplace mental health offerings.

According to the most recent Women in the Workplace report, an annual study on women’s progress in the workforce from McKinsey and LeanIn.org, three groups reported distinct challenges during the Covid-19 pandemic that were driving them to consider downshifting or leaving their careers: mothers, senior-level women, and Black women. Some of the largest barriers were increased strains on mental health — particularly increased levels of anxiety, stress, and grief.

Mothers are twice as likely as fathers to worry that their caregiving responsibilities will garner negative perceptions of their work performance. Women in senior-level jobs, who have long-reported feeling a need to work harder than men, are now burning out at a higher rate — 39% compared to 28% of men. And Black women — in addition to receiving less support from managers and experiencing both microaggressions and acute discrimination at work — are grappling with the toll of systemic and highly publicized violence toward the Black community in the United States and the disproportionate impact of the pandemic on Black Americans.

Employers must proactively place people and their mental wellness at the center of their business strategies. Admittedly, that is easier said than done and will require time, innovation, and long-term commitment. But the key is to get started. We recommend five actions that business leaders can take to advance women’s mental wellness in the workplace.

Make mental health a priority.

In a survey of U.S. employers, just 31% reported improving access to mental health resources as a priority. It is important to remember that while improving mental health is a personal journey, the process is influenced by structural factors, including the support provided by coworkers, supervisors, teams, and institutions.

As such, it’s incumbent on company leaders to drive awareness and action on mental health. Women are 25% more likely than men to report feeling uncomfortable sharing their thoughts on sensitive issues or work-life challenges with coworkers.

And Black women especially have long faced heightened challenges in the workplace — half of all Black women report being an “only” of their gender and race. Our research also shows that Black women are more likely than employees of other races and ethnicities to feel uncomfortable talking with colleagues about their own grief and loss, and they are less likely to say they can bring their whole selves to work. In addition, Black women are 1.7 times more likely to say they do not have strong allies on their team. Employers must work to foster a culture that invites judgment-free dialogue.

By having senior management talk openly about their commitment to addressing employee mental health and backing up that talk with significant action, organizations can help employees feel more comfortable seeking the support they need. And, just like any priority related to business or talent development, accountability is key. Companies who identify a senior leader to be accountable for employee well-being are more likely to have employees who are satisfied with their benefits. Similarly, much like annual physicals or performance reports, employers could encourage colleagues to conduct a mental health self-assessment once a year — a time for each employee to pause and evaluate their mental well-being with targeted resources to guide the process.

Read more