Building A Workplace That Works for Her

Employee benefits are a piece of the empowerment puzzle for women in hospitality

By Cheri Wheeler

Stunning numbers from a recent report reveal that only 28 percent of women feel their company’s culture actively supports them. On top of that, more than half of women are ready to leave their jobs because they feel overlooked and undervalued. It is the responsibility of employers to create a culture where every woman feels supported and empowered to perform their job to the best of their ability.

Women are the backbone of the hotel and hospitality industry, comprising over half of hospitality employees. To help them thrive, hotel owners can take thoughtful steps to support their female workforce by offering meaningful employee benefits.

Building a Workplace Women Want

A variety of benefits are available for employers to explore when attracting and retaining skilled women. These can range from implementing a flexible work schedule to investing in on-site daycare services.

1. Workplace Flexibility: Many women balance significant workplace responsibilities alongside household duties. Flexible work arrangements – such as remote or hybrid setups, flexible hours, and compressed work weeks – are highly valued. However, it’s important to recognize that these arrangements may not be feasible for all women, especially those in operational or customer-facing roles within the hotel industry. Employers that offer flexibility where possible, while fostering clear communication about scheduling, time off, and related matters, can create an environment that enhances both productivity and job satisfaction. By actively promoting these benefits for applicable roles, organizations can position themselves as employers of choice in a competitive talent market.
2. Mental Health Resources: The daily responsibilities women juggle can contribute to stress and burnout. Offering mental health benefits such as teletherapy, mental health apps, and employee assistance programs is appealing to many women, in addition to traditional health care options. These resources provide the convenience and accessibility that align with their lifestyles, making it easier to access support when and where they need it.
3. Fertility Treatment Access: Fertility treatments are incredibly expensive. A single round of in vitro fertilization can cost upwards of $30,000. Generation Z and younger millennials in the workforce may value employee benef its that support family-building. Fertility benefits, such as consultations and diagnostic tests, can be incorporated into your organization’s health plan. Hotel owners can also consider offering flexible working arrangements during treatments.
4. Parental Leave: Surveys by insurance providers Unum and Breeze found that paid family leave is among the most desired employee benefits – ranking higher than fitness or mental health programs, vision insurance, or student loan repayment assistance. Consider incorporating paid parental leave, extended unpaid leave, or a gradual return-to-work program to help new mothers feel supported as they balance work and family.
5. Childcare Assistance: Each year, childcare challenges result in an estimated $122 billion in lost earnings, productivity, and revenue, impacting not only parents but also businesses’ bottom line. Two in five U.S. employees have a child under the age of 18 at home, making it crucial for employers to offer benefits that address childcare needs. These benefits can include childcare stipends, dependent care FSAs, and even onsite daycare services.
6. Menopause Support: A Mayo Clinic study found that American women lose an estimated $1.8 billion annually in working time due to menopause-related symptoms. Despite this, menopause is often overlooked in workplace health care. The majority of women (64 percent) want menopause-specific benefits from their employer. Consider offering menopause-focused benefits such as temperature regulation in office spaces, confidential counseling services, and support groups.
7. Caregiver Support: In addition to caring for their own children, many women in hospitality act as caregivers for elderly, sick, or disabled family members. This can place a significant strain on employees, with one-third of caregivers leaving their jobs due to those responsibilities. Employers can support caregivers by offering expert medical and/or legal advice, flexible scheduling, and paid backup care.

Implementing the Benefits Women Desire

Offering these types of benefits can lead to reduced employee turnover, increased productivity, and improved morale. Above all, it creates a workplace where all employees feel valued and supported.

It’s important to consider your employees’ unique needs when implementing these benefits, and the best way to understand those is to ask. Send out a survey to learn about their benefits preferences and be sure to follow up once benefits are implemented to gather feedback.

Once you have an idea of the benefits your employees want, work with a benefits broker or consultant to explore the options available to your organization. Benefits brokers can help you develop an implementation plan and navigate the legal and compliance requirements in your area.

Importantly, once you’ve implemented benefits, communicate the changes to your employees and provide training so they can understand how to make the most of these new offerings. Monitor the utilization of new benefits over time and consider employee feedback to adjust your plan as needed.

By implementing benefits that focus on your employees’ work-life balance and well-being, you demonstrate that you value and support your team through the many stages of their lives. In a competitive environment where attracting and retaining talented employees is critical, these benefits can make a meaningful difference in building a satisfied and effective workforce.

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Cheri Wheeler brings more than 35 years of experience in the insurance industry to her role as vice president and senior consultant for Kelly Benefits Strategies, where she serves as the chief strategist and consultant on several of Kelly Benefits’ premier large group accounts. Her areas of specialization include self-funded medical plans, pharmacy benefit management, employee engagement, wellness, compliance, and contract review.

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