COVID-19 Is Hurting Women’s Mental Health - Here’s How Employers Can Help

Caregiving Burdens Bring Added Stress and Health Risks

Striking a balance between work and family was always a challenging juggling act for many working women and COVID-19 has only intensified this. The pandemic has increasingly blurred the boundaries between work, home and school.
 
Almost overnight, households were turned into classrooms, and parents into teachers. These new roles added more stress and anxiety, made worse by ongoing uncertainty and changing circumstances. Employees are dealing with their own anxiety and stress, as well as that of their children or their own parents.
 
A recent study from The Hartford found that nearly half of all employees surveyed reported an increase in anxiety since the pandemic.1 Two out of every three caregivers in the United States are women, meaning they provide daily or regular support to children, adults or people with chronic illnesses or disabilities.2 
 
Additionally, women who are caregivers have a greater risk for poor physical and mental health, including depression and anxiety.3 The coronavirus pandemic has only added stress to caregivers. And women, who still continue to be the primary caregiver for children, were 5% more likely to report an increase in stress than men.4
 

How Employers Can Create a Supportive Workplace for Caregivers

Employers can help soften the impact for their employees who are caregivers. Creating a stigma-free work environment where employees can voice their concerns and challenges safely can be a big help. In turn, companies should also consider offering supportive programs and provide a flexible work structure that their employees may need. Empathetic leadership is important to help ensure employees are being heard and that their concerns are addressed, especially as they may shift and change over time.
 
Wellness strategies can include:
 
  • Making health and safety a priority
  • Offering resources and programs that support emotional well-being
  • Re-educating employees on available benefits, such as Employee Assistance Program (EAP), telemedicine, and wellness rewards
  • Being flexible with hours, job modifications and remote options
  • Considering compressed work weeks
  • Structuring breaks to avoid burnout
  • Communicating often with regular check-ins or pulse surveys
Employer-sponsored programs that support fitness and emotional well-being are vital, especially now. Employees may be putting on a brave face while struggling with depression, insomnia and exhaustion. And for some, staying home for longer periods of time also puts them in danger.
 

Pandemic Causes At-Home Risks for Workers

The risk of domestic violence increases during catastrophes.5 With COVID-19, there’s been a double-digit increase in the domestic violence reports in dozens of U.S. cities as stress and money worries mount.6
 
Isolation also increases the risk of substance use disorder.7 Employer communications should include available community services and resources where help is available for employees and their families, including these hotlines:
 
It is important to foster a supportive environment where all employees feel safe discussing their needs and concerns. And with thoughtful listening, employers can better care for all of their employees working through the challenges of the pandemic.
 
“During times of uncertainty empathy should be at the forefront of our interactions,” says Karen Howard, Assistant Vice President of Employee Benefits at The Hartford.
 
 
1,4 The Hartford’s 2020 Future of Benefits Study
 
2,3 Centers for Disease Control, Women, Caregiving and COVID-19, September 16, 2020
 
 
6 NBC Poll, Police See Rise in Domestic Violence Calls Amid Coronavirus Lockdown, April 2020
 
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