May is internationally recognised as Workers’ Month — a time when organisations around the world reflect on the well-being, rights, and future of their employees. As global conversations this month highlight the link between decent work and better health outcomes, it’s crucial to spotlight how truly inclusive workplaces — especially those designed with women in mind — are not just progressive, but essential for building healthier economies.
In this article, we look deeper at policy, local government, and how impact can be driven at both the international and national levels, demonstrating the connection between inclusive workplace policies and improved health outcomes.
Healthier Societies Start with Inclusive Workplaces
Research has consistently shown that countries investing in gender-sensitive workplace policies report better public health outcomes, greater workforce participation, and stronger economic growth. According to the World Bank, countries with higher levels of gender equality in employment can boost their GDP per capita by up to 20%. Meanwhile, the World Health Organization (WHO) emphasises that workplace health interventions, including those tailored to women’s needs, can yield a 4:1 return on investment through reduced healthcare costs and improved productivity.
A 2020 study by McKinsey & Company found that closing gender gaps in the workforce could add $12 trillion to the global economy by 2025. Yet, despite the clear economic case for gender-inclusive policies, many women globally still face significant barriers to workplace health and well-being — from inadequate maternity protections to a lack of support for caregiving, menstrual health, and mental well-being.
Forward-thinking countries are recognising that women’s health needs — from maternity and menstrual health to mental well-being and caregiving responsibilities — require proactive, structural support to foster thriving, resilient workforces.
Countries Leading by Example: Shaping Inclusive Workplaces for Better Health
Several nations are demonstrating the tangible benefits of embedding women-focused health and inclusion policies. These countries are setting benchmarks for how national-level policies can drive both social equity and economic growth through a commitment to supporting women in the workforce.
Iceland
Iceland has consistently ranked as the world’s most gender-equal country (World Economic Forum Global Gender Gap Report). The country’s progressive approach includes strong parental leave policies for both mothers and fathers, alongside legislation mandating equal pay certifications. These efforts have led to Iceland achieving one of the highest female workforce participation rates globally — over 80%. Iceland’s family-friendly policies have increased the employment rate among women aged 25-54 to 84.6%, compared to the EU average of 68%. These policies demonstrate how investing in women’s workforce participation can lead to stronger societal outcomes and a more productive economy.
Sweden
Sweden has long been a leader in gender equality, with policies such as generous parental leave (up to 480 days shared between parents), subsidised childcare, and robust protections for pregnant workers. As a result, Swedish mothers are far more likely to return to work after childbirth, with 80% returning to work after parental leave, compared to just 60% in other OECD countries. These policies have contributed to Sweden’s high female workforce participation, where nearly 50% of the country’s labour force is female. Sweden’s model proves that supporting family and caregiving responsibilities can drive economic participation and ensure equal opportunities for all genders.
New Zealand
New Zealand’s proactive stance on women’s health and safety includes progressive workplace protections for survivors of domestic violence, recognising the intersection between safety, health, and employment. Prime Minister Jacinda Ardern’s administration also introduced paid leave for miscarriage, setting a global precedent in supporting women’s reproductive health. A 2020 report from the New Zealand Ministry for Women showed that these policies have improved workplace wellbeing, with over 1,000 workers utilizing paid leave for miscarriage in the first year alone. These policies reflect a holistic approach to workplace health, acknowledging that women’s well-being extends beyond the workplace and must be supported in a comprehensive manner.
Rwanda
Image credit: https://www.parliament.gov.rw/
Rwanda, often overlooked, has made remarkable strides in promoting gender equality and women’s participation in the workforce post-genocide. The government has mandated at least 30% female representation in decision-making bodies, fostering gender-inclusive policies across sectors. Workplace reforms have included maternity leave policies and gender equity programmes, which have contributed to Rwanda’s growing female employment rate. According to the Rwanda Development Board, Rwanda’s gender parity policies have led to a 24% increase in female employment over the past decade. This transformation shows how inclusive policies can contribute to national recovery and resilience, helping women lead economic recovery and growth.Canada
Canada has been a trailblazer in expanding parental leave options, introducing childcare benefit programmes, and prioritising mental health strategies aimed at supporting working mothers and caregivers. These policies have resulted in higher female labour force participation rates and improved work-life satisfaction. According to Statistics Canada, women now make up 48% of the workforce, and female participation
has risen by 8% since the introduction of these policies. Canada’s example underscores the importance of integrating comprehensive support systems that cater to women’s unique needs, which in turn strengthens the nation’s workforce and contributes to overall economic success.
These examples show that when countries shape workplaces and policies with women’s health and inclusion in mind, the benefits extend beyond individuals — they fuel stronger economies, healthier societies, and more equitable futures.
Five Ways Countries Are Supporting Women’s Health and Inclusion
- Expanding Paid Parental Leave
Paid maternity and paternity leave create healthier beginnings for families and support women’s return to the workforce. In countries like Sweden and Iceland, this has helped achieve workforce gender parity, with female employment rates in these countries outpacing the global average by over 15%. - Implementing Equal Pay Legislation
Laws requiring companies to prove pay equity (such as Iceland’s Equal Pay Certification) reduce wage gaps and create more transparent, fair workplaces. Since Iceland introduced its Equal Pay Standard in 2018, the gender pay gap has narrowed by 3% in just two years, and the proportion of companies with gender pay parity increased by 30%. - Supporting Reproductive and Menstrual Health
Policies like New Zealand’s paid miscarriage leave and Scotland’s free period products initiative ensure that women’s health needs are recognised, not stigmatised. A 2021 study by the University of Glasgow found that Scotland’s free period products initiative has improved school attendance and reduced the impact of period poverty on girls’ education. - Providing Affordable Childcare
Nations like Sweden and Canada that invest in affordable childcare enable more women to remain in or return to work, strengthening economic participation. Research by the OECD has shown that for every 1% increase in childcare availability, female workforce participation rises by 0.5%. - Protecting Against Gender-Based Violence at Work
Laws in countries like New Zealand offer paid leave and job protection for survivors of domestic violence, recognising safety as a fundamental component of workplace health. According to a 2020 survey by New Zealand’s Ministry of Social Development, 1 in 5 women have reported experiencing domestic violence, with the majority stating that workplace support and paid leave options helped them regain stability.
Final Thoughts: The Path Forward
Investing in inclusive, health-driven workplace policies is not just a moral imperative — it’s an economic advantage.
When workplaces are designed with women in mind, the benefits extend far beyond individuals. They contribute to stronger economies, healthier societies, and a more equitable future. Proactive steps to address women’s unique health needs help create a more inclusive and resilient workforce globally.
At KELLA, we believe the future of work is inclusive. When women thrive, nations thrive. We are particularly proud of KELLA member Maria Walsh’s impactful work in the European Parliament. As a member of the Gender Equality Committee, Maria recently championed a proposal to increase funding for protection against gender-biased algorithms and online abuse — a powerful step towards a safer, more inclusive digital environment for women everywhere.
Let’s continue advocating for policies that empower women and build stronger, healthier societies. The actions taken today will shape the progress of tomorrow.
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