6 Ways to Empower Women in the Workplace

April 29, 2025

Women manage a lot—careers, caregiving responsibilities, and the often invisible emotional labor that keeps so many things running. This often happens while enduring unspoken physical and mental health changes. Yet despite making up nearly half of the U.S. workforce—and the majority of the college-educated labor force—women are still under-supported at work. When their mental health needs go unmet, it doesn’t just affect women in the workplace—it affects teams, culture, and the bottom line.  Employers have the power to change that.

Hurdles for women in the workforce 

Many organizations are making progress to increase awareness, but challenges that uniquely affect women’s health and success too often go unaddressed. Problems women face in the workplace include:

Lack of support for rising stress

Almost half of women in the workplace say they’re concerned about their mental health, yet many don’t feel comfortable opening up about it at work. Without meaningful support from employers, stress and burnout can quickly intensify—taking a toll on both well-being and performance.

Bias and barriers 

Whether it’s being talked over in meetings, having their expertise questioned, or not receiving due credit for their contributions, women—especially black women in the workplace—deal with bias. Nearly half of women report experience of discrimination in the workplace, which can lead to stress, anxiety, and even PTSD over time.

Workplace harassment 

While speaking up about harassment has become more normalized, many workplace cultures still make it difficult for women in the workplace to report misconduct without fear of retaliation or being dismissed. Transgender women, in particular, are also more likely to experience unique safety concerns. These can leave them in unsafe or hostile work environments, affecting their well-being and job satisfaction.

A persistent pay gap

Women still earn less than men for the same work and are less likely to get promoted. Without strong advocates or fair policies, talented women can end up stuck, overlooked, and underpaid.

Financial stress and job instability

Women are disproportionately affected by financial stress, job insecurity, and cuts to social programs. This adds another layer of anxiety that can impact both work performance and mental well-being. Lyra’s latest State of Workforce Mental Health found women are more likely than men to report being “in crisis” or “struggling,” while men were more likely to describe themselves as “thriving” or “excelling.”

Rigid policies 

Organizations that lack flexibility tend to hit women in the workforce hardest, especially those with caregiving responsibilities. Since women are more likely to be primary caregivers, rigid schedules can force difficult career decisions. 

Biology is a misunderstood reality

Women are at higher risk for conditions like anxiety, depression, PTSD, osteoporosis, and autoimmune diseases. There’s also consistent evidence suggesting that physical and mental health risks are greater among trans individuals due to ongoing systemic and interpersonal harassment and discrimination. Yet these health concerns are often overlooked at work. In addition, important experiences related to women’s health—such as menstruation, fertility challenges, menopause, and gender-affirming medical care—remain stigmatized, leaving many without the understanding or support they need.

6 tips: empowering women in the workplace

Supporting women’s mental health is essential for retention, engagement, and overall workforce well-being. Here are a few ways organizations can create real change:

#1 Champion inclusion and equity

Creating a workplace where women feel valued takes more than good intentions—it takes action. Provide training that addresses bias, gender norms, and microaggressions. Recognize that women’s experiences aren’t one-size-fits-all—factors like race, sexual orientation, and parental status all intersect with each other and shape the unique experiences of women at work. 

Organizations with female leadership in the workplace don’t just check a diversity box—they perform better. In fact, executive teams with more gender diversity are 25% more likely to beat the competition on profitability. Still, at the current pace, white women won’t reach leadership parity for another 22 years. Women of color will wait twice as long. We can—and must—close the gap faster.

#2 Invest in mentorship and peer support

Mentorship for women in the workplace fuels retention and engagement by helping them grow their careers. Employee resource groups (ERGs) offer critical peer support, especially for navigating male-dominated spaces or career transitions.

#3 Make flexibility the standard

Flexible work—like remote options, adjustable hours, and paid family leave—helps women manage their responsibilities without putting their careers on pause. Flexibility boosts retention, engagement, and job satisfaction for most employee subsets. Women in the workforce who lack flexibility are among the most likely to change jobs.

#4 Ensure pay and promotion equity

Regular pay audits and adjustments build trust and reduce turnover. Leadership training, sponsorship programs, and clear pathways for career advancement ensure women in the workplace aren’t overlooked when it’s time to promote.

#5 Support women’s health at every stage

Many women in the workplace face health concerns—like menopause, postpartum recovery, chronic illness, or the need for preventive screenings—without meaningful workplace support. For example, 45% of employees say menopause support would be helpful, but only 24% have it. Similarly, 39% need postpartum care, but only 30% of companies offer it. Offering comprehensive medical benefits to support the physical health needs of all women (including the unique health care needs of transgender women) is a helpful and tangible way to champion both physical and mental health. 

#6 Rethink mental health benefits 

Traditional mental health benefits often fall short for women. A better approach includes:

• A diverse provider network, so women can connect with a therapist or coach who understands their experiences
• Fast access to virtual or in-person care to suit busy schedules
• Support for medication management, including around PMS and menopause
• Diverse care options like parent coaching, couples therapy, and mental health support for kids and teens
• High-acuity support for complex mental health conditions
• Self-care tools, such as live meditations, peer discussion groups, and on-demand digital exercises, for ongoing support between sessions

Build a workplace where women thrive

The hurdles women face at work are real, but so is our ability to change them. When we lead with empathy and equity, we create healthier, more inclusive workplaces for everyone.