This Sunday, 8th March, is International Women's Day. This year's theme, Give to Gain, is a call to action for every employer.
The idea is simple. When we give generously to women—through opportunities, support, mentorship, and resources—we all gain. We see better teams, stronger organisations, and more resilient workplaces. The giving isn't a sacrifice. It's an investment.
Despite the powerful call to action, many women in UK workplaces currently face 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. Other analyses of HSE data show women are also more likely to need time off work because of stress, depression or anxiety than their male colleagues.
Read more about supporting men’s mental health and how to help them thrive here.
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
It's worth understanding why these figures look the way they do, because the causes are rarely simple.
Many women in the workplace carry what researchers call a "double burden." This means 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.
Add to that the specific life stages that workplaces often fail to accommodate well...
- Perimenopause and menopause
- Pregnancy and the return from maternity leave
- Fertility challenges
- Miscarriage
And it becomes clear that women are frequently navigating significant personal pressures while being expected to perform at full capacity. Many do, often brilliantly, but not without cost.
While the workplace alone isn't responsible for every pressure, it can influence whether those burdens are worsened or eased. This distinction is in the hands of employers.
What 'Give to Gain' Looks Like at Work
The Give to Gain theme for International Women’s Day doesn’t mean you have to overhaul every HR policy you have. It's just asking for intentional, meaningful action. Here are some of the most impactful places to start:
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 are they only flexible on paper?
Give psychological safety
Women are less likely to speak up about their mental health if they fear judgment, being seen as weak, 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 in your organisation 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. They are also often the first to feel out of their depth when it happens. Training managers to spot poor mental health, have supportive conversations, and signpost appropriately is one of the highest-impact steps any organisation can take.
Mental Health First Aid Training is available from us at Mental Health in Business. Check it out here.
Give recognition
It sounds simple, but 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
Some employers worry that investing in wellbeing is a cost they can't justify. But data consistently shows otherwise. Poor mental health already costs UK employers around £51 billion a year. High turnover, absenteeism, presenteeism, and the need to replace lost talent are the real costs of under-supported teams.
When women feel genuinely supported at work, they're 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, shape your reputation as an employer. That matters for attracting talent, for trust, and for the kind of workplace culture that sustains people long term.
This Isn't Just a Day
International Women's Day is a moment to reflect, but the work doesn't stop on 9th March. The most meaningful thing employers can do is use this day 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 to be implemented this month.
If you're not sure of the answer, that's actually a good place to start. You can find loads of free resources to celebrate International Women’s Day here.
Ready to Take Action Beyond the Day?
At Mental Health in Business, we work with employers across the UK to build workplaces where every team member – regardless of gender – feels genuinely supported. From mental health awareness training for managers to evidence-based wellbeing strategies, we help organisations move from good intentions to meaningful practice.
Whether you're looking to upskill your managers, improve psychological safety, or develop a workplace wellbeing strategy that actually works, our team is here to help.
Visit mhib.co.uk to explore how we can support your organisation, or email us at info@mhib.co.uk to start the conversation.
Because building a workplace where women thrive isn't just the right thing to do; it's what every high-performing organisation does.
