Although women in the UK on average live longer than men, women spend a significantly greater proportion of their lives in ill health and disability when compared with men.
Not enough focus is placed on women-specific issues like periods, miscarriage or menopause, and women are under-represented when it comes to important clinical trials.
This has meant that not enough is known about conditions that only affect women, or about how conditions that affect both men and women impact them in different ways.
Our workforce Statistics (November 2024)
Total Female: 13353
Total Male: 4645
74% female
Female age ranges:
< 20: 328
21-25: 1317
25-30: 1779
31-35: 1635
36-40: 1504
41-45: 1354
46-50: 1258
51-55: 1442
56-60: 1417
61-65: 943
66-70: 296
Our Women's health pages will focus on health support on key difficulties that only impact Women's and detail conditions which may impact women differently to men.
Our ambitions are:
To ensure that health conditions and disabilities are no longer a barrier to women’s participation or a positive experience in the workplace.
Women feel able to speak openly about their health and to be confident that they will be supported by their manager and colleagues, with an end to taboos. This includes for less well known, invisible or undiagnosed conditions where pain may be the primary symptom – for example, heavy menstrual bleeding or endometriosis.
Women experiencing women’s health issues such as period problems, endometriosis, fertility treatment, miscarriage and menopause feel well supported at LUHFT.
Women should also feel supported for general health conditions and disabilities that may impact them in the workplace such as cardiovascular disease, MSK disorders or mental health problems.
We will provide increased information, awareness and toolkits to ensure that managers and colleagues feel better equipped to support their female colleagues.
We want everyone to feel well equipped to support their female employees through a culture of flexible working, evidence-based workplace support, access to a high-quality occupational health service to support those managing long-term conditions and ensure we have suitable workplace policies and guidance for issues such as menopause.
It is vital that we can recruit, retain and support our workforces to reach their full potential
We will ensure that our managers and colleagues are better informed on the potential impact of caring responsibilities on participation in the workplace and other aspects of carers’ lives. Unpaid carers are predominantly female and we want to ensure that carers feel better supported to manage work, caring responsibilities and other aspects of their lives.