2024 workplaces are still not built for women, reveals global LoopMe data - here's why

Sarah Tims, AVP marketing at LoopMe, explores how businesses can make female-specific considerations in the workplace to tackle inequality.

Poor representation of women in the workforce has been a long-standing issue, but even with the growing awareness around it, there has been little visible change. Despite the increased determination to tackle inequality and bolster inclusion — as illustrated by the theme of this year's International Women's Day — gender parity across sectors is currently losing ground. This is especially true in the technology space, where the promotion of female workers (32%) is now lower than it was in 1984.

The reality brings us to the question: why do these challenges persist?

To find out, we took the obvious path — asking women themselves. The results of our global survey showed that the challenges are many, but interestingly the majority seem to centre around the failure to make the modern office fit for female talent.

Making offices welcoming for women

The great pandemic-driven rise of flexible working initiated plenty of discussion about the need for versatile schedules and hybrid options that allow women to balance their personal and professional responsibilities. However, our research shows that issues with office-based working may not just be a matter of preference for women, but more about the offices themselves.

According to our 2024 survey of consumers across the UK, US, and Singapore, two thirds (66%) felt their workplace did not cater to female-specific needs. So when women do come to the office, they lack the comfort to allow them to be productive.

Once more, even with the popularization of hybrid work and an increased focus on accommodating female talent, offices are still not up to scratch. Comparing our data from 2021 with the latest survey, we see that women still don't feel that their requirements are being considered appropriately. Less than a quarter (21%) of survey respondents, on average, felt female-specific needs were taken “very seriously.”

With most employees preferring hybrid or remote working, fixing these issues affecting women would only benefit companies that want employees to return to the office. Nearly half (49%) of this year’s survey respondents said they would be more likely to spend more time in the office if it catered to female needs. Given the unsatisfactory state of workplaces today, it’s time to think, “What do women want?”

Women’s health as a bare minimum

To foster a truly supportive work environment, it's essential to cater to women's basic health needs, such as periods, menopause, pregnancy, and miscarriage, as standard practice and not special requests.

A lack of female-specific accommodations right from temperature-controlled rooms to quiet spaces, make offices uncomfortable places for women at many stages of their lives and careers. Working mothers feel this the most during and after pregnancy. For instance, most pregnant women continue to work through the physical discomfort of their first trimester. Even when they do disclose their pregnancy at work, it’s with the fear of being discriminated against. Unfortunately, three in four mothers (77%) had a negative or possibly discriminatory experience during pregnancy and maternity leave, while around one in nine mothers (11%) felt forced to leave their jobs.

According to our survey, only around one in four (24%) workplaces across the three regions, on average, had rooms and facilities that catered to female-oriented needs like period pain and menopause, while a mere 15% of them offered parking spaces near entrances for pregnant women.

Centering women’s physical comfort

Modern offices are set up around the needs of men, down to the smallest details. Little consideration is given to women's general physical comfort in terms of temperature or access to safe recreational facilities that contribute to their well-being.

Our survey found that nearly one in five women (18%) wanted temperature-controlled rooms. This is unsurprising, as offices are generally overcooled based on the metabolic rates of men despite the fact that women work more efficiently in warmer offices.

Additionally, a private women-only gym would appeal more to women who want to work out in safe spaces. Currently, less than a sixth of workplaces across the UK, US and Singapore (13%) provide this facility.

More safety

Employers should recognize that women's needs don't exist in a bubble. Safety emerged as the top priority for consumers surveyed across the three regions (30%), as security outside the office for when they leave was the most desired perk.

In the advertising industry, where long hours are expected, it's important to acknowledge women's safety on their commutes. When one in three women in the UK feel unsafe commuting in the dark, 85% of them would be inclined to change their commuting pattern to fall within daylight hours. This is another reason why flexible working could be a welcome change.

The issue of safety is also a growing one as over a quarter (27%) of women in the UK wanted security when they leave work, with the sentiment going up from 20% since we last surveyed in 2021. Similarly, in the US, the need for security has increased by 13% from 2021 to 2024. This is reflected as a global concern, as women in Singapore (24%), despite its reputation for safety, also expressed the need for security outside the office as a top priority.

While companies are not legally responsible for the safety of their employees during commutes, going “beyond the law” can show women that their safety is considered a priority.

There is light at the end of the tunnel

The latest data from LoopMe illustrates there is still work to be done to facilitate a truly inclusive workplace. Nevertheless, we can see signs of progress thanks to the conversations around women's needs.

Compared to sentiment measured by LoopMe in 2021, the UK saw the number of workplaces that catered to women’s needs go up from 27% in 2021 to 42% in 2024. In contrast, the US only saw a 4% improvement in conditions, going from 22% in 2021 to 26% in 2024, revealing more work to be done across the pond.

To create truly inclusive work environments, it is crucial employers understand the specific concerns and aspirations of women at different stages of their lives and careers. Beyond the physical accommodations, creating a welcoming work culture requires addressing deeper issues that impact women at work. So, accommodations such as temperature-controlled offices, lactation rooms, and parking spaces near entrances for pregnant women are only a starting point for improvements on the list.

Recognizing the current state of women's needs is essential in allowing organizations to re-evaluate the experience of their female employees proactively. By viewing this as an opportunity for growth, companies can invest in concrete actions that benefit everyone. This collaborative approach can unlock the full potential of a diverse workforce, creating a win-win situation where ambitious women thrive in a safe and supportive environment.