Dr Shriti Pattani OBE is an accredited specialist in Occupational Health working for London North West University Hospitals NHS Trust as their Clinical Director, overseeing the health and well-being of staff across various roles, from experienced consultants to cleaning and portering staff.
In a conversation with Asian Voice, Dr Pattani offers her insight into the issues faced by women in the workforce and all that can be done to support them.
What are some common challenges that women face in the workforce, particularly in high-stress or demanding environments?
I believe women are still predominantly seen as caregivers, balancing a busy work life while ensuring there's time for personal advancement. This poses a significant challenge as many women still feel pressured to choose between pursuing a career and raising children, which adds to the internal struggle and guilt they face. Women also have to work harder to gain recognition or access leadership roles compared to men. In addition to work-related challenges, women also grapple with various health issues that come with different life stages. Monthly cycles and associated symptoms, pregnancy, menopause, perimenopause and other specific health issues present ongoing challenges that women must navigate while maintaining performance at work. Each woman's experience is unique, adding another layer of complexity to balancing personal and professional responsibilities. In another aspect, gender discrimination poses a challenge that women have to navigate as well. This discrimination often leaves us feeling inadequate and unworthy, which is far from ideal. This is perhaps why senior leadership roles remain predominantly male-dominated. It's unfair that women are often judged based on factors like potential maternity leave or family responsibilities, while men are not subjected to the same scrutiny.
How can employers promote work-life balance and prevent burnout among female employees?
I believe that organisations can take practical steps to support their employees, particularly in terms of leadership development and coaching. Often, there's a misconception that once someone reaches a leadership position, they no longer need guidance or support. However, all leaders, regardless of gender, require assistance and guidance to navigate their roles effectively. This is especially true for women who often juggle multiple responsibilities and face unique challenges. Offering coaching and leadership training tailored to women's needs can be incredibly beneficial. Providing them with strategies to manage stress and prioritise tasks, both professionally and personally, can make a significant difference. In my organisation, we have implemented various initiatives to support women, including women's health clinics, support groups, menopause support services, and leadership training programs. Flexible working policies are also crucial in empowering women to make choices without fear of penalty and can greatly support working parents. Additionally, male leaders within organisations need to recognise the importance of work-life balance and family-friendly policies. Just as they rely on support at home, they should advocate for similar support for their employees. These initiatives aim to provide women with the tools and resources they need to thrive in their roles.
How do systemic issues intersect with women’s health outcomes?
Women often grapple with impostor syndrome more than men and discovering that a male colleague earns significantly more for the same role can exacerbate feelings of undervaluation and erode confidence, especially among experienced women. This impacts their willingness to pursue higher roles and contributes to the underrepresentation of women in top-tier leadership positions. Research indicates that women tend to undervalue themselves when negotiating salaries, often underestimating their worth compared to their male counterparts. Moreover, the stress stemming from these inequities can lead to reduced performance, exhaustion, and burnout, posing significant challenges on multiple fronts. This situation is further compounded by the issue of menopausal symptoms in the workplace, which often leads experienced women to step back from their careers. Recognising the importance of retaining these skilled individuals, employers must explore ways to accommodate and support women experiencing menopause-related challenges.
What steps can employers, policymakers, and healthcare providers take to prioritise women experiencing menopause?
In the UK alone, approximately 900,000 women per year opt to leave their jobs due to menopausal symptoms, resulting in a significant loss of talent and experience from the workforce. In the workplace setting, I refer to menopause as "my pause," recognising that each individual's experience with menopause varies widely. Therefore, facilitating discussions and accommodations tailored to individual needs becomes paramount. This may involve providing time off for medical appointments, ensuring access to amenities such as fans or open windows to manage hot flashes, and maintaining supplies of sanitary products for those experiencing unpredictable floods. Effective policy implementation is instrumental in supporting women through the menopausal transition. Educating employees about the multifaceted nature of menopause and equipping them with the skills to address these topics sensitively can significantly improve workplace dynamics.
What guidance would you provide to women regarding sharing the challenges they encounter in the workplace?
I believe it's important for us not to settle for anything less than equal terms and conditions compared to our male counterparts. We should assert ourselves professionally and objectively. In the workplace, women are sometimes perceived as more emotional than men, so we need to learn how to communicate effectively in a way that resonates with the organisation. Each organisation may have its dynamics, but remaining silent is likely the least favourable option. My advice to women is that, if you feel hesitant about speaking up, seek coaching to refine your communication skills. It's not always a natural inclination for most of us, and often, we tend to soldier on without speaking up. However, there's no reason why we should. If you're unsure about expressing yourself and being heard, take the time to familiarise yourself with the policies and your rights. Additionally, consider seeking coaching to practice assertive communication confidently.
