These challenges – many of which remain taboo – can lead to mental health issues for women. For instance, juggling caregiving and work responsibilities, struggling with hormonal changes and trying to keep up with personal relationships can be overwhelming, leading to increased levels of stress.

Several conditions are unique to women, too. For example, Premenstrual Dysphoric Disorder (PMDD) and post-natal depression both need to be considered, while menopause can also have mental health implications for women.

In short, these risk factors can lead to severe consequences if left untreated. It’s reported that women are twice as likely as men to be diagnosed with anxiety and three times as likely to experience common mental health problems than men. So it’s little wonder that gender adds another layer of complexity to workplace mental health.

For the good of women, and really all workers, we must address this imbalance and strive to create workplace cultures capable of supporting women’s mental health. Here’s what leaders can do:

Foster inclusive flexibility and sustainable ways of working

Juggling caregiving with career progression can be extremely taxing. Women are still much more likely to have to do most of a couple’s housework and childcare. Because of this, many women in the workplace will avoid mentioning their children to male stakeholders to eliminate the risk of bias about their capabilities to simultaneously be a mother and a valued member of the team. As a result, many women have a tendency of people-pleasing and put their own needs last.

This must change. HR leaders must prioritise flexibility in workplace policies and practices. By acknowledging that every individual has different needs – such as remote working or flexible hours – you can foster genuine inclusivity and help to reduce stigma in the workplace.

Explicitly discuss women’s (and everyone else’s) mental health

According to our research, 70% of UK employers expect mental health to improve in 2023. To achieve this, employers will need to do their part to help employees overcome barriers to mental wellbeing and that starts with normalising mental health talk in the workplace. When mental health is explicitly discussed, it can more easily be incorporated into policies. Policies to support mental health might include a flexible working model, for example. While this small, first step can feel intimidating at the start, communication has the potential to drive real, long-term change.

Directly addressing the mental health impact

It should be noted that creating a supportive company culture, however, will only go so far in improving mental health. To truly support women's mental health, HR leaders must give everyone the tools and solutions they need to directly address their struggles.

Giving employees access to high-quality, comprehensive digital mental health tools provides a private and comfortable route to guided self-help. This type of discreet, low-friction access is vital for women who fear they will be seen as weak or unprofessional for asking for help.

A truly comprehensive mental health offering includes employee access to Digitally Enabled Therapies (DET’s) for those who start to experience clinical levels of anxiety and depression and need more than just guided self help. DET’s are a hybrid offer where the user combines telehealth time with a clinician with a digital tool that can provide education, tracking of wellbeing and goal achievement. In this way, DET’s modernise mental health delivery, using technology to provide continuous, tailored care. Early research into DET’s is suggesting that therapy outcomes are even better with digital tools incorporated. The key is providing access quickly. The quicker you can get help the better recovery you make.

In addition to being easier to access and typically more economical than in-person care, this type of support also empowers women to become more proactive about their mental health. Access to tools they can use exactly when (and where) they need them makes it easier for women to take time to care of themselves.

By creating flexible work conditions, providing a psychologically safe environment, paying proper attention to mental health and giving discreet access to digital mental health tools, employees can create a supportive ecosystem, allowing women to bring their best ideas (and selves) to work. Ultimately, pivoting to support the individual challenges of women’s mental health at work benefits everyone.