Despite this powerful call to action, many women in UK workplaces have been facing a very different reality.
The Numbers We Can't Ignore
According to the latest figures from the Health and Safety Executive, women are around 25% more likely to report work-related stress, depression or anxiety than men, with 3,220 cases per 100,000 female workers compared to 2,580 per 100,000 male workers. That gap is not a coincidence – it reflects pressures many women absorb quietly and consistently, often without adequate support.
From around age 25, work-related stress starts to climb and stays elevated across a woman’s working life, peaking between 25 and 44 – the years when many are simultaneously managing careers, caring for children, and supporting ageing parents. Women are also more likely to need time off work because of stress, depression or anxiety than their male colleagues. These aren’t abstract statistics. They’re people on your team, holding everything together while managing far more than most of us see.
The Pressures That Don't Show Up in a Job Description
Many women in the workplace carry what researchers call a “double burden”: handling professional responsibilities alongside a disproportionate share of unpaid caring and domestic work at home. When something gives, their own wellbeing usually takes the hit first.
On top of that, many workplaces still struggle to accommodate key life stages such as perimenopause and menopause, pregnancy and the return from maternity leave, fertility challenges and miscarriage. Women often navigate significant personal pressures while being expected to perform at full capacity. Many do, often brilliantly, but not without cost.
The workplace alone isn’t responsible for every pressure, but it can influence whether those burdens are worsened or eased. That distinction is in the hands of employers.
What ‘Give to Gain’ Looks Like at Work
Give to Gain for International Women’s Day didn’t have to mean overhauling every HR policy. It asked for intentional, meaningful action. Some of the most impactful places to start include:
Give time and genuine flexibility
Flexible working isn’t just a perk; for many women juggling competing responsibilities, it’s the difference between staying and leaving. Review your policies with fresh eyes. Are they truly flexible, or only flexible on paper?
Give psychological safety
Women are less likely to speak up about their mental health if they fear judgment or career consequences. Creating an environment where conversations about wellbeing are normal and welcomed isn’t soft; it’s smart leadership.
Give mentorship and sponsorship
There’s a difference between a mentor who listens and a sponsor who actively advocates. Women benefit enormously when senior leaders of any gender use their influence to create opportunities, visibility and progression.
Give training to your managers
Line managers are often the first to notice when someone is struggling—and the first to feel out of their depth. Training managers to spot poor mental health, have supportive conversations and signpost appropriately is one of the highest-impact steps any organisation can take.
Give recognition
Feeling genuinely seen and valued at work is a protective factor for mental health. For women who are often doing more than their job description describes—holding the team together, mentoring others, managing upwards—acknowledgement matters.
The Business Case Isn't Just an Argument – It's a Reality
Poor mental health already costs UK employers billions each year through high turnover, absenteeism, presenteeism and the loss of talent. When women feel genuinely supported at work, they are more engaged, more productive and more likely to stay. Their wellbeing lifts team morale. Their leadership, when nurtured, drives better outcomes. When women thrive, organisations genuinely do gain.
And beyond the financial argument, there’s a cultural one. How your organisation treats its people during difficult periods, and whether women feel they can be honest about what they’re going through without fear of judgment, shapes your reputation as an employer. That matters for attracting talent, building trust and creating a workplace culture that sustains people long term.
This Isn’t Just a Day
International Women’s Day was a moment to reflect, but the work does not end there. The most meaningful thing employers can do now is use it as a starting point for a more honest conversation about what support actually looks like in their organisation.
Ask yourself: Are the women on your team truly supported right now? Identify specific gaps and set one actionable improvement goal you can implement this month.
Because building a workplace where women thrive isn’t just the right thing to do; it is what every high-performing organisation does.
Contact C&W Chamber member Mental Health in Business (MHIB) to find out how they can support you to build a workplace where everyone can thrive. Chamber members receive 10% discount on all MHIB services.
