Supporting women's reproductive health and combating workplace sexual harassment helps businesses succeed

To increase women’s participation in the workforce and attract and retain talent, businesses should invest in policies that support reproductive health and prevent sexual harassment in the workplace.

Dr. Natalia Kanem, Executive Director of the United Nations Population Fund. (Source: UNFPA)

Nearly 40% of women participate in the global workforce, but the typical workplace is not built to accommodate that reality. Systemic barriers such as inadequate parental leave and workplace sexual harassment prevent women from advancing in their careers and perpetuate the gender pay gap.

This needs to change. Businesses need to create inclusive environments for women by having clear policies on sexual harassment, flexible leave and remote working. This would allow all workers, including men, to take parental leave if they choose to do so to care for their children and families, as well as their own health, without feeling guilty.

While there has been some significant progress in ensuring women’s fair and equal participation in all areas of the workplace in recent decades, there is still much to be done. The health needs of nearly 200 million women in global supply chains across countries are largely unmet. Equally worrying about equality is that fewer than 1 in 3 people in management positions are women.

The United Nations Population Fund (UNFPA) has therefore focused on helping businesses invest in the health and well-being of their employees. This is not only the right thing to do, but also good business practice. A recent UNFPA analysis found that subsidizing sexual and reproductive health products and services increased employee productivity in the workplace by 15%.

A strong corporate commitment to sexual and reproductive health and rights for employees could also improve morale, reduce absenteeism and turnover, and most importantly, promote gender equality in the workplace. This would add $12 trillion to global GDP.

Recognizing that measuring progress is essential to bringing about meaningful and sustainable change, UNFPA partnered with Accenture to develop a scorecard that measures how well a company prevents and addresses sexual harassment in the workplace and supports its employees’ family planning goals. Like other environmental, social and corporate governance metrics, the scorecard measures performance against indicators that promote social good and support the vulnerable.

The first step to achieving gender equality in the workplace is making sure everyone feels safe and respected. Recent data shows that 1 in 5 people have experienced violence or harassment at work, and 1 in 15 have experienced sexual harassment or violence at work. But only half of those victims decide to come forward. These numbers reinforce what many women have known for a long time.

Female workers in Hanoi receive free reproductive health check-ups. (Source: LĐTĐ)

Creating a safe workplace starts with organizational culture, and businesses need to demonstrate that they do not tolerate sexual harassment in the workplace and will, in fact, root it out. That means implementing policies that address it directly and creating a clear pathway for reporting incidents of harassment, along with training that emphasizes the importance of an inclusive environment.

When it comes to reproductive health policies, businesses can expand options for women to thrive in the workplace by providing financial support for fertility treatments, surrogacy, adoption, and egg freezing, creating private spaces for breastfeeding mothers, and providing free or subsidized menstrual hygiene products. Additionally, increasing paid parental leave would attract younger workers regardless of gender.

Businesses that demonstrate a commitment to ethical business practices and employee well-being are more likely to be successful in recruiting and retaining talent and making the most of their workforce. Simple changes, such as providing employees with sanitary pads and iron supplements, have been shown to increase employee productivity.

Furthermore, 59% of businesses that cover infertility treatment said the decision helped them gain recognition as a family-friendly business, and 62% said it helped them stay competitive in attracting and retaining employees.

Additionally, workers are not the only ones looking for better standards in the workplace. Customers are more likely to support businesses that are ethical and sustainable.

In a recent survey of Generation Z (Gen-Z) consumers, half of those surveyed said they were more willing to buy from businesses with a clear commitment to diversity and inclusion. Another study found that progressive gender-related marketing strategies can help brands grow by 8%.

To increase women’s participation in the workforce and attract and retain talent regardless of gender, businesses should invest in policies that support reproductive health and combat sexual harassment and discrimination. This will create a healthier, happier and more productive workforce, and create a prosperous and inclusive future where employees thrive and businesses grow.

Dr. Natalia Kanem, from Panama, is the fifth Executive Director of UNFPA. She assumed the position of Acting Executive Director of UNFPA in June 2017 and Deputy Executive Director of UNFPA in July 2016. She also served as UNFPA Representative in the Republic of Tanzania from 2014 to 2016, and held a number of senior positions at the Ford Foundation and several other NGOs and associations.

Dr. Natalia Kanem received her medical degree from Columbia University and her master's degree in public health from the University of Washington. She is also an alumna of Harvard University, majoring in history and science.

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