English 
Deutsch 
Français 
Insights from 177 HR teams with a perspective on culture, leadership and employer attractiveness
Women's health is not a women's issue. It concerns organization, culture and sustainability.
High sickness rates, silent resignations and unused potential are a reality in many companies. Studies show: Organizations that systematically prioritize health and well-being are more resilient and successful.
At the same time, a blanket one-size-fits-all approach falls short.
Women - including those in management positions - are confronted with specific health challenges that have long received little attention. So far, women's health has been systematically taken into account, especially in connection with motherhood.
Other aspects often remain invisible - as do the associated risks and potentials.
The answer to this is not a reorientation, but a targeted expansion of existing health, HR and management approaches. A differentiated understanding of health strengthens resilience, retention and employer attractiveness.
6 key findings
Potential for differentiation: 6 out of 10 organizations are not well positioned. Those who start here can stand out as top employers.
Optimism gap: Managers rate the status quo much more positively than employees; at the same time, men see their own organization in a better position than women.
Culture has an impact - also on women's health: Companies with a Great Place To Work award perform better
Underestimated data gap: Only 2 out of 10 organizations evaluate data on absenteeism, health complaints and terminations on a gender-specific basis.
Great need for further training for managers: In 7 out of 10 organizations, managers lack knowledge about women's health. This leads to uncertainty when dealing with employees.
Employer attractiveness for women as a competitive factor: 6 out of 10 organizations pursue the goal of being perceived as an attractive employer for women in the competition for talent.
What this report does for HR and leadership
Classification
This HR focus report shows how Swiss companies currently classify women's health and where they stand in terms of implementation.
Central observation
It reveals where strategic aspirations and operational reality diverge and which management, structural and knowledge issues play a central role in this.
Significance for organizations
The report classifies women's health as an organizational and cultural issue and shows why a differentiated, life-phase-oriented perspective is becoming increasingly important.
Target group & benefits
It is aimed at HR managers and executives who want to use health specifically as a lever for culture, retention and employer attractiveness.
