By Elise Bonneveux, Associate Professor in Management Sciences – member of the VALLOREM research laboratory (EA 6296), University of Tours
Annabelle Hulin, University Professor in Human Resource Management, University of Tours
Héloïse Trouilleux, Research Engineer in Work and Organization Sociology, University of Tours
Women’s health at work: a blind spot in research and policy
The issue of women’s health at work is all too often overlooked—due to lack of interest, limited understanding of the specific challenges involved, or persistent clichés suggesting that so-called “female professions” are less physically demanding by nature. Yet, health is a far broader topic, and ignoring sex-related differences has led to an increase in work-related accidents among women.
In France, one in two workers is a woman. While research on occupational health is abundant, studies specifically focused on women remain limited. The research conducted on this topic remains marginal, whether in the humanities and social sciences or biomedical disciplines, making women’s health at work a blind spot in research.
This lack of information partly stems from the fact that health is rarely addressed from a gendered perspective. For example, the National Health Insurance Fund (Cnam) does not utilize the sex-disaggregated data it possesses. The French Directorate General for Labor is unable to provide a gender breakdown of sick leave in France. This lack of engagement can discourage employers from becoming fully involved in the issue.
Invisible issues
Because gendered approaches to health are rarely integrated, sex-disaggregated statistics are also lacking, which contributes to the invisibilization of certain issues. Since 2014, the French government has required employers to conduct a career development interview with all employees every two years. Although 72.8% of employers, executives, and managers surveyed by the Val de Loire Research in Management Laboratory (Vallorem) say they conduct one annually, 36% admit that employee health is not discussed during these interviews.
One possible reason is that some company leaders or managers may hesitate to address these topics, which they consider part of their female employees’ private lives. However, the line between private and professional spheres is increasingly blurred. Viewing them as separate may cause more issues than it resolves; treating them as interwoven enables a better understanding of how one affects the other. While women’s physical health at work is increasingly acknowledged, mental health, which is heavily influenced by gender inequalities, remains largely neglected by prevention policies.
Health in the broadest sense
In April 2025, the Vallorem research lab launched a barometer to better understand the mechanisms that make women’s health at work invisible. The barometer uses a broad definition of health—as an inflorescence, a dynamic interaction between physical, mental, professional, social, and personal dimensions. Its aim is to compare the perceptions of employers, executives, and managers with those of working women, in order to identify areas of convergence and divergence. Two online questionnaires were distributed in the Centre-Val de Loire region.
Among employers, there’s still resistance to considering employee health through a gendered lens. Some, though aware of the importance of such a comparison, are unfamiliar with the legislation surrounding these issues and fear being accused of gender discrimination.
“Gender Blindness” and the paradox of equality
Others avoid the issue altogether, out of lack of interest. Some resist discussing it in the name of equality, questioning why men and women should be treated differently in employee health documents. This ignorance of situational differences leads to a denial of gender-based health disparities, further obscuring pathologies specific to women. This phenomenon is called “gender blindness”.
To date, only 30.6% of the respondents to the survey distributed to employers, executives, and managers were men—even though in France, leadership roles are still predominantly held by men. This mismatch indicates that the survey mainly attracted women participants.
Discrimination can also be used as a pretext to stall the development of public policy. This is known as the “equality paradox”: the argument of equal treatment is used to prevent progress toward true equality, particularly for minority groups.
📖 Also read: Menstrual leave: what can we learn from early experiments?
Some measures designed to meet specific needs, such as extending maternity leave or introducing menstrual leave, although applicable under certain conditions, would ultimately increase “discrimination in hiring”. Thus, a measure designed to promote the well-being at work of a minority ultimately backfires by changing the way some people view it.
Taboo diseases, therefore invisible
Some female-specific health issues are invisible—which is reflected in the needs expressed by women themselves. The ongoing survey results show a clear need for recognition and adjustments in working conditions. For example, 55.5% of women surveyed support the introduction of menstrual leave, and 69.98% of those affected report that menopause negatively impacts their work.
Moreover, these health issues are often ignored due to their lack of visibility. The perception that women hold lower-risk positions than men contributes to this invisibility.
To support the idea that men face more occupational risks, many point to higher workplace accident rates among men. However, a closer look reveals that while overall numbers are declining, this trend is primarily due to a decrease among men, while accidents are rising among women.
Between 2001 and 2019, workplace accidents fell by 11.1% overall, but this included a 27.2% decrease for men and a 41.6% increase for women.
Source: France 24, 2025
Downplayed risks
Occupational illnesses are also much more prevalent among women. Jobs in the “care” sector, and those with high female representation, expose workers to risks that are often downplayed. Repetitive movements, awkward postures, chemical products—musculoskeletal disorders and other invisible illnesses are common, even in sectors viewed as low-risk.
Recently, a Belgian study (non-gendered) found 70 pesticide residues in the urine of florists, including some banned in Europe. Many women report early-onset cancers, fertility issues, or severe health problems in their children.
Even though the pesticide victim compensation fund now acknowledges the link between these exposures and illnesses, courts often still refuse to act accordingly. Similarly, in agriculture, exposure for machinery operators is recognized more easily than for women sorting and packaging fruits and vegetables.
The regional barometer on women’s occupational health (SFT2025) underscores the importance of crossing gender, health, and work-related issues, which are still too often addressed separately. By making invisible realities visible, the barometer opens up practical pathways to improve women’s health, promote workplace equality, and ultimately benefit society as a whole.
This article is republished from The Conversation under a Creative Commons license. Read the original article.