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Women at workplace

Women and Work

The power of benefits strategies to promote balance for women at work

Important information: This information is for scheme sponsors’, trustees’, their advisers’, and consultants’ use only, and should not be relied upon by individual investors.

With women accounting for approximately half of the global workforce1, it's more important than ever to consider how your benefits strategy specifically addresses the needs of working women, especially if your workforce spans countries, if not continents.

To help with this challenge, we explore the needs of working women globally and identify opportunities to engage your employees with resources and benefits that align to their specific needs.

Global Women at Work

Introducing Fidelity’s global research which highlights the power of a benefits strategy to help employers engage, retain and empower women to add value at all levels of their business.

We examine key findings to help you and your team facilitate strategic conversations and identify potential next steps that are most appropriate for your company.

The benefits of balance

Does your benefits strategy support employees in various stages of their lives and across all areas of well-being?

Understanding well-being at work

How can employers help women create balance between their life inside and outside of work?

The benefits of balance

Take a look at what being ‘well at work’ looks like for global employees.

Download the infographic
Benefits of balance thumbnail

Important information

The survey has been fielded to more than 12,000 working adult women across 23 international regions.

The survey translation, data collection, research, and the subsequent data analysis were completed in partnership with Opinium, a third-party strategic insight agency, using their global research panel in conjunction with their partner vendors. Data collection took place in July 2023.

Survey respondents had the following qualifying conditions: Aged 20–75; either they or their partner were employed full-time or part-time; not all regions were asked about sexual orientation or gender identities (individuals that did not identify as either male or female did not represent a statistically significant sample size and are not presented within this piece); a minimum household income of: Australia: AUD $45,000 annually; Brazil: BRL $1,501 monthly; Canada: CAD $30,000 annually; China: CNY ¥5,000 monthly; Denmark: DKK Kr.100,000 annually; France: EUR €20,000 annually; Germany: EUR €20,000 annually; Hong Kong: HKD $15,000 monthly: India: INR ₹55,001 annually; Republic of Ireland: EUR €20,000 annually; Italy: EUR €15,000 annually; Japan: JPY ¥1.5m annually; Mexico: MXN $4,500 monthly; Netherlands: EUR €20,000 annually; Saudi Arabia: SARر.س.س 4,000 monthly; Singapore: SGD $2,000 monthly; South Korea: KRW ₩1.0m monthly; Spain: EUR €15,000 annually; Sweden: SEK kr200,000 annually; Switzerland: CHF ₣20,000 annually; United Kingdom: GBP £10,000 annually; United Arab Emirates: AEDإد.إ5,000 monthly; United States: USD $20,000 annually.

International Labour Organization, March 2023 

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