Let’s face it, HR and talent acquisition teams: the days of generic perk packages are over. In today’s competitive job market, attracting and retaining top female talent requires a strategic approach that addresses their unique needs and life stages. This Women’s History Month, let’s rewrite the benefits narrative by offering programs that empower women to thrive both personally and professionally.
In this article we will cover a variety of benefits that companies are starting to offer, that you should consider.
Fertility benefits and support
The conversation around family planning is no longer taboo. Forward-thinking companies are recognizing the emotional and financial burden associated with fertility treatments. Offering financial assistance for IVF or egg freezing demonstrates a commitment to supporting women on their path to parenthood. By offering coverage for these procedures, employers demonstrate a commitment to supporting women’s reproductive choices and removing barriers that may hinder their career progression.
According to our job ad data, the year on year trend for offering fertility benefits is up +98.4%, with the number of vacancies offering perk being 5,011.
Childcare support
Balancing work and childcare responsibilities can be a juggling act for many working mothers. Offering childcare support, whether through subsidies, on-site facilities, or flexible scheduling options, demonstrates a commitment to helping women thrive in their careers and as a mother. This not only benefits individual employees but also contributes to a more engaged and productive workforce overall.
However, the annual trend for offering this benefit is down -71%, with only 3,666 of vacancies doing so.
Adoption leave
Parenthood comes in many forms, and adoption leave is a vital benefit for women who choose to expand their families through adoption. Providing adequate time off and support during the adoption process acknowledges the unique needs of these employees and reinforces a culture of inclusivity. By recognizing and supporting employees who choose to adopt, employers demonstrate inclusivity and respect for diverse paths to parenthood.
According to our data, the number of jobs citing this benefit has fallen -31.1%, with only 3,714 doing so.
Enhanced maternity leave
The standard 12-week maternity leave often falls short. Extending paid leave allows for a smoother transition back to work and promotes better maternal health outcomes. Consider a tiered leave structure that caters to individual needs. This may include extending the duration of maternity leave, offering paid leave options, or providing resources and support for breastfeeding and postpartum recovery. By prioritizing the well-being of new mothers, employers can foster loyalty, reduce turnover, and enhance their employer brand reputation.
In fact, the US is the sole high income country without mandatory paid parental leave.
According to our data, the year on year trend has decreased slightly, down -9.2% with 293,582 of vacancies offering this perk.
Pregnancy loss leave
Miscarriage and pregnancy loss are devastating experiences that can have profound emotional and physical impacts on women. Offering pregnancy loss leave acknowledges the unique challenges faced by women who have experienced pregnancy loss and provides them with the time and space they need to grieve and heal. By normalizing conversations around pregnancy loss and offering support to affected employees, employers demonstrate empathy and compassion for their employees’ well-being.
Our data shows that the year on year trend for this support is up +490.0%, with 52 vacancies offering the perk.
Menopause support
Almost 30% of the US workforce is made up of menopause-aged women. Menopause is a natural biological process that can affect women’s physical health, mental well-being, and professional performance. Providing menopause support, such as access to educational resources, wellness programs, and accommodations for symptoms like hot flashes and fatigue, helps women navigate this life stage with dignity and confidence.
About 4 out of 10 women have experienced menopausal symptoms that interfere with their work performance or productivity. Of which, 17% have quit or considered quitting due to these symptoms. By creating a supportive and inclusive work environment for menopausal women, employers can retain valuable talent and promote diversity and inclusion.
Period products
Access to sanitary products is a basic necessity for women, yet many workplaces overlook this essential aspect of women’s health and hygiene.The average woman spends around $20 on feminine hygiene products per cycle, adding up to about $18,000 over her lifetime. By providing free or low-cost sanitary products in restrooms, employers can ensure that women have access to the supplies they need to manage their menstrual hygiene and help to save on extra costs. This simple gesture not only demonstrates a commitment to supporting women’s health and well-being but also helps their finances.
Women, on average, lose 36 days a year due to menstruation. This is why period leave is an emerging benefit that some companies are starting to offer. Period leave policies allow employees to take time off when they’re experiencing severe menstrual symptoms, without fear of repercussions. By normalizing discussions around menstrual health and offering period leave as a standard benefit, employers demonstrate a commitment to gender equality and women’s health advocacy.
These are just some of the ways you can revamp your benefits package to truly resonate with female employees. Remember, it’s not about offering a laundry list of perks; it’s about creating a comprehensive support system that empowers women to be their best selves at work and at home. By prioritizing these benefits, you’ll not only attract top talent, but also foster a loyal and high-performing workforce. This Women’s History Month, let’s make a commitment to rewrite the rules and redefine what it means to be a truly supportive workplace.
Read more: Advancing diversity in leadership positions