Did you know the MENA region has some of the lowest female labor force participation rates globally?  According to a report by McKinsey & Co., women hold only 6.8–10% of senior management positions across Egypt, Saudi Arabia, and the UAE.

This lack of representation creates a ripple effect, limiting support for women in the workplace. Microaggressions and biases also create additional hurdles for women in their professional journeys.

Compounding these challenges is how women’s healthcare is often overlooked in regional workplace policies. With limited understanding and support for women’s health issues, many face additional barriers to employment and career progression.

Women face significantly longer periods of debilitating health compared to men, with an average of 25% more of their lives spent in poor health. According to a WEF report, women typically endure around nine years of compromised health.

WOMEN’S HEALTH OVERLOOKED

Marina Ayman, 32, a real estate professional, shares that she has never felt adequately supported at work when dealing with health complications. 

She recalls when she was first diagnosed with Polycystic Ovary Syndrome (PCOS), which manifested in the form of severe depression, anxiety, and debilitating menstrual pain, her previous workplace lacked the flexibility she desperately needed.

“There was absolutely no accommodation for what I was going through. I wasn’t offered any flexibility on days when I was struggling,” she says. “The company treated it like any other menstrual cycle, expecting me to endure it like any other female colleague.”

Zaina Othman, a psychologist and certified career counselor, attributes the neglect of women’s health concerns in the workplace to a combination of cultural, structural, and gender bias factors.

Othman highlights findings from Sheryl Sandberg’s Lean In: Women, Work, and the Will to Lead, which argues that workplaces are often shaped by male-dominated norms and values, resulting in the marginalization of women’s specific health needs.

“Cultural stereotypes further exacerbate this issue, as they can lead to misconceptions that women’s health issues are less serious or not relevant to their professional capabilities,” Othman says.

There’s a lack of gender-specific data in occupational health research, which often results in workplace policies that fail to address women’s unique health needs.

Citing a study from the Journal of Occupational and Environmental Medicine, Othman notes that workplace health priorities historically center on injuries and illnesses prevalent in male-dominated roles, often overlooking critical areas such as reproductive health and conditions like autoimmune diseases, which predominantly affect women.

Maha Botros, an organizational psychologist and consultant, attributes women’s healthcare concerns overlooked in the workplace to cultural norms, stereotypes, and lack of awareness. 

She says that discussions surrounding menstruation, menopause, and reproductive health are perceived to be private or inappropriate for professional settings, leading to a culture of silence. 

“This discomfort is compounded by a general lack of education among employers and employees about women’s health issues, resulting in insufficient support systems,” Botros says.

“Additionally, stereotypes that label women as overly emotional or less capable during certain health phases contribute to the minimization of their health concerns in professional settings,” she adds.

A study by UN Women found that women in Arab countries perform 4.7 times more unpaid care work than men—the highest female-to-male ratio globally. This substantial burden is frequently overlooked in workplace policies, resulting in insufficient support for women juggling professional duties alongside caregiving responsibilities, says Botros. 

“Moreover, during the COVID-19 pandemic, the lack of gender-sensitive workplace policies exacerbated challenges for women, highlighting the need for more inclusive approaches to women’s health and well-being in professional environments.”

EFFECT ON WOMEN’S PROGRESSION

Othman says women’s health directly impacts equity and career trajectories. These issues influence their presence, participation, and performance at work, while inadequate support exacerbates career progression and earnings disparities.

Research indicates that women lacking adequate health support are more prone to unplanned absences and face lower chances of promotion.

Referring to a report by McKinsey & Company, Othman notes that women with unmet health needs are 20% more likely to encounter obstacles in their career advancement compared to men.

Reflecting on her personal experiences, Ayman said that she had to resign from multiple jobs due to health complications. “Some of these complications took months to recover from. Unfortunately, most companies aren’t willing to accommodate extended leaves or remote work until full recovery. Naturally, my only choice was to leave my job and seek new opportunities once I was back on my feet.”

Ayman also highlights the disparity in how workplaces treat female-specific health issues compared to other medical conditions.

“People treat things like car accidents, broken bones, or surgeries more seriously. Companies are more willing to wait for recovery, as there’s often a clear timeline and physical evidence of the injury. But for health issues like mine, the process is much more uncertain, and that makes it harder to receive support,” she says.

Botros similarly highlights how women’s health concerns can hinder career progression. Conditions such as dysmenorrhea can lead to higher absenteeism, while untreated menopause symptoms may impact productivity.

“The lack of support for reproductive health needs, such as inadequate maternity leave policies, can force women to choose between their careers and family planning.”

Additionally, Botros notes that unaddressed mental health challenges, often linked to hormonal imbalances, can result in decreased job satisfaction and higher turnover rates among female employees. 

Collectively, these factors contribute to a gender-disparate work environment, limiting women’s opportunities for advancement and perpetuating inequality.

Cultural norms frequently discourage open conversations about women’s health, resulting in limited workplace accommodations. Botros notes that this lack of support can leave women feeling marginalized, prompting them to leave their roles or shy away from pursuing leadership opportunities. 

Moreover, the absence of gender-sensitive policies often discourages women from joining or staying in the workforce, deepening gender disparities in employment and leadership representation.

OVERCOMING STIGMA

“After years of managing my condition, I’ve grown desensitized to discussing it at work, but it was a real challenge in the beginning,” says Ayman.

She recalls how her managers would often react with surprise when she explained the specifics of her condition. “Their expressions seemed to say, ‘Why are you speaking about this so openly?’” she says.

“Being in a predominantly male field, I’ve also faced my share of microaggressions and offensive stereotypes,” Ayman adds. “Male colleagues asking if I was on my period whenever my mood seemed off…”

Othman says overcoming the stigma that surrounds women’s health requires cultural shifts — creating an open and inclusive workplace begins with leadership actively promoting health education and support.

She suggests that organizations introduce regular training sessions focused on women’s health, covering both biological and psychological factors that may influence their work. 

She references the World Health Organization, which recommends the introduction of workplace health programs that incorporate gender-specific education, helping demystify women’s health concerns and encouraging supportive conversations.

Organizations play a crucial role in destigmatizing women’s health issues. Botros suggests strategies such as fostering open communication, encouraging discussions about women’s health, and creating safe spaces where employees are comfortable sharing their experiences and struggles.

“This can be achieved through regular workshops, seminars, and support groups that address topics like menstruation, menopause, and reproductive health, says Botros, adding that companies must develop and enforce policies that accommodate women’s health needs.

ORGANIZATIONAL POLICIES

According to Othman, employers must adopt policies that create a more supportive environment for women’s health. These include providing comprehensive health benefits that cover a full range of women’s health services, implementing flexible working hours, and ensuring access to mental health resources.

A Harvard Business Review study highlights the effectiveness of flexible work policies in supporting women with chronic health conditions, showing positive effects on job satisfaction and retention.

Additionally, Othman says, providing support and counseling services, such as support groups, can offer emotional and psychological assistance to women dealing with health issues. Knowing their organization values their well-being can reduce stress and enhance job satisfaction among female employees.

In addition to providing flexible work arrangements and comprehensive health education and training, Botros also highlights the need for organizations to provide comprehensive health benefits in the form of health insurance plans that cover women’s health services, including reproductive health, mental health support, and menopause management, ensuring access to necessary care.

Botros also suggests that companies introduce employee assistance programs (EAPs), which offer confidential counseling and support services that address mental health concerns, stress management, and other personal issues affecting women’s well-being. 

Organizations must aim for continuous improvement through regular policy reviews, ensuring that workplace policies are updated and effectively meet the evolving health needs of female employees.