^For decades, companies have treated women’s well-being as an afterthought—a corporate social responsibility checkbox rather than a strategic priority.

Maternity leave? Check.
A diversity panel once a year? Check.
Some vague commitment to gender equality? Check.

But in 2025, that’s not enough.

Companies that fail to prioritize women’s well-being aren’t just losing employees—they’re losing top talent, reputation, and competitive edge. The modern workforce demands real policies that support women at every stage of their careers—physically, mentally, and financially.

The good news? Some companies aren’t just talking about it—they’re changing the game.

From paid period leave to fertility benefits to domestic violence support, here’s how five companies are building workplaces that actually work for women—and how yours can, too.

1. Zomato – Paid Period Leave: Breaking the Stigma on Menstrual Health

In 2020, Zomato became one of the first major Indian companies to introduce 10 days of paid period leave per year for women and transgender employees. The goal? Normalize conversations around menstrual health and create a workplace that acknowledges biological realities.

CEO Deepinder Goyal made it clear: This isn’t about special treatment. It’s about acknowledging that periods can be painful and disruptive, and no woman should have to pretend otherwise at work.

Why It Works

• Boosts Employee Well-being: Employees feel valued and supported rather than being forced to “push through” painful periods.
• Increases Productivity: A well-rested workforce performs better—this policy allows employees to take leave without guilt and return stronger.
• Improves Retention: Women no longer have to compromise their health to keep their jobs.

How Other Companies Can Implement It

• Start with a pilot program: Offer 1-2 days of paid period leave per month and track employee feedback.
• Normalize it through leadership: Encourage top executives (including male leaders) to openly support the policy to remove stigma.
• Make it optional, not mandatory: Some women may not want to take period leave due to workplace biases—give them the choice without requiring medical proof.

2. Patagonia – On-Site Childcare That Actually Works

While most companies “support working moms” by offering flexible hours, Patagonia built fully operational on-site childcare centers at its corporate headquarters. More than just a daycare, these centers allow employees to check in on their kids throughout the day, breastfeed comfortably, and avoid long commutes to external daycare facilities.

Why It Works

• Retention of Working Moms: 100% of Patagonia’s female employees return to work after maternity leave—compared to the national US average of 57%.
• Reduced Stress & Higher Productivity: Employees don’t have to worry about arranging childcare, dealing with last-minute cancellations, or feeling guilty about leaving their child for long hours.
• Increased Loyalty: Employees who have access to these benefits are less likely to leave, reducing turnover and hiring costs.

How Other Companies Can Implement It

• Offer Childcare Stipends – If on-site childcare isn’t feasible, provide reimbursement for daycare services.
• Create Parent-Friendly Spaces – Design office areas where employees can work near their children when needed.
• Normalize Parenthood at Work – Encourage leaders (including fathers) to use childcare benefits openly.

3. Salesforce – Promotion Audits to Eliminate the Gender Pay Gap

Salesforce took an aggressive, no-BS approach to closing the gender pay gap. Instead of just talking about diversity, they committed to annual audits of salaries and promotions across all levels.

In 2015, CEO Marc Benioff committed to spending $3 million to correct gender pay discrepancies—and continued making similar adjustments every year since. The results? Women now receive equal pay for equal work across the company.

Why It Works

• Prevents Bias in Promotions: Studies show that women are often promoted based on past performance, while men are promoted based on potential. Salesforce’s audits prevent these biases from creeping in.
• Public Accountability: By making the results public, Salesforce forced itself to remain accountable rather than just making empty pledges.
• Better Employee Satisfaction: Women feel valued and are more likely to stay when they see real financial recognition.

How Other Companies Can Implement It

• Conduct pay audits annually: Don’t just assume there’s no pay gap—measure it.
• Adjust salaries when needed: If discrepancies are found, correct them immediately instead of waiting for employees to complain.
• Make promotion criteria transparent: Ensure women have equal access to leadership tracks and are judged fairly.

4. Unilever – Domestic Violence Support as a Workplace Responsibility

Unilever recognized that domestic violence doesn’t stay at home—it follows employees into the workplace. In response, they launched a global domestic violence policy that provides:

• Paid leave for victims of domestic abuse
• Emergency financial assistance for relocation or legal support
• Workplace safety measures like changing work schedules or locations for affected employees
• Confidential support hotlines and counseling services

Why It Works

• Supports Women in Crisis: Many women stay in abusive relationships due to financial dependence. Unilever’s policy provides a way out.
• Reduces Absenteeism & Stress: Employees dealing with domestic violence often struggle with focus and mental health. This initiative ensures they can work in a safer environment.
• Creates a Culture of Trust: Employees know they have a safety net if they need it, which boosts overall morale.

How Other Companies Can Implement It

• Train HR teams on domestic violence response: HR should be equipped to handle cases sensitively and provide appropriate resources.
• Offer paid leave options: Allow victims to take time off for court cases, relocation, or recovery.
• Ensure confidentiality: Make sure employees feel safe discussing personal issues without fear of workplace repercussions.

5. Google – Fertility Benefits That Actually Make a Difference

Google introduced comprehensive fertility benefits, including egg freezing, IVF coverage, and adoption support. These benefits extend beyond heterosexual couples, covering same-sex couples and single women looking to start families.

Why It Works

• Eliminates the Career vs. Family Dilemma: Women no longer have to choose between advancing their careers and having children on a timeline dictated by biology.
• Increases Employee Retention: Women are less likely to leave their jobs to undergo fertility treatments when they know their company has their back.
• Attracts Top Talent: Offering fertility benefits makes Google more appealing to high-achieving professionals who want long-term career stability.

How Other Companies Can Implement It

• Offer fertility coverage in health insurance plans: Ensure coverage for IVF, egg freezing, and surrogacy.
• Provide flexible leave options: Allow employees time off for fertility treatments without using sick leave.
• Expand benefits beyond traditional families: Include LGBTQ+ couples and single women who want to pursue parenthood.

Well-Being Isn’t a Perk—It’s a Business Strategy

The companies winning the gender-equality game aren’t just hiring women. They’re investing in corporate wellness programs that make it easier for women to succeed at work without sacrificing their health, safety, or future.

If your company isn’t thinking about these issues, here’s the reality:

• Women will leave. And they’ll join companies that prioritize their well-being.
• Your talent pool will shrink. The best candidates now expect benefits that go beyond free coffee and a ping-pong table.
• Your reputation will take a hit. Companies that fail to adapt will struggle to retain employees and attract investors who care about ESG (Environmental, Social, and Governance) impact.

The question isn’t if companies should implement these initiatives—it’s how soon they’ll catch up.

Which of these initiatives do you think should be a workplace standard? Let’s talk.

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^The holidays are just around the corner, and it can be challenging to survive this hectic season; this becomes even more challenging if you are a person with diabetes. During this time of year, food and alcohol are abundant, and temptations are no doubt great, but maintaining good lifestyle habits requires daily mindfulness and preparation. 

To help you have a great party season without having to worry about heart disease, we asked a cardiologist expert to share some heart healthy food tips. 

Go Green With Your Diet

The first step you can take is to increase your dietary fibre intake. Eat foods such as carrots, broccoli, whole grain cereals and grains, peas, lentils, melons, oranges, and pears. An individual fruit contains more fibre than three to four whole fruits used for making fruit juice.

Those with diabetes should avoid eating too many fruits. Choosing whole fruit and vegetables will increase your fibre intake and other nutrients. Instead, choose fruits that are low in sugar and rich in fibre, such as strawberries, oranges, sweet limes, apples, and pears.

Every meal should include a salad. You can get more nutrition by adding raw vegetables to a salad. Vegetables are a fantastic source of nutrients. In order to complete a full supper, you need a substantial amount of sprout-filled salad and vegetables. As sprouts are high in proteins and fibre, you should eat two daily servings.

Methi (fenugreek) seeds can be added to your meals. Its ingredients reduce cholesterol and are heart-healthy, making it an excellent source of soluble fibre.

In addition, people with diabetes and cardiac issues may benefit from adding raw methi seeds to curries, dals, or curd.

Let's say goodbye to salt and oil.

We are not asking you to stop consuming oil and salt entirely but rather to limit their consumption. A daily salt intake of 5-6 grams is recommended for healthy people. However, if you have been treated for heart disease or had heart surgery, the daily salt consumption should be at most 2 grams or roughly half a teaspoon.

"The food you eat can either be the safest and most powerful form of medicine or the slowest form of poison." - Ann Wigmore 

The commercial marketplace also offers a wide variety of heart-healthy oils, including rice bran oil, mustard oil, safflower oil, sunflower oil, and groundnut oil. Using more than one cooking oil per month can provide additional benefits.

Be mindful of both quality and quantity.

Keep an eye on the amount of frying oil. It's essential to monitor the quantity of cooking oil you use, no matter what kind you use. The amount should be at most 15 ml (or three teaspoons) per day. 

You can use ghee in addition to cooking oils; however, you should not consume more than 15 ml per day. Consider taking one teaspoon of ghee and two teaspoons of oil instead of three teaspoons of oil a day.

In case you are uncertain about portions and types and want expert advice, you can approach HR at work about a corporate wellness program where an expert nutritionist will guide you through healthy heart dos and dont's.

Maintain a portion control policy. Spread your meals out over the day and consume small portions. A person who eats three full courses in one sitting may strain their heart, other organs, and stomach. 

It is best to eat six small meals throughout the day or two meals followed by pauses for breakfast, lunch, dinner, and snacks mid-afternoon snacks. In addition, simple, light foods should be served at supper. Avoid fatty and gas-producing meals at dinner, such as beans and cauliflower.

The nuttier, the better

There is no doubt that nuts are heart-healthy. Omega-3 fatty acids are essential for maintaining the health of your heart, and they supply the highest amount. The benefits of this include maintaining blood pressure, lowering cholesterol levels, lowering triglycerides, reducing inflammation, and preventing heart disease. In addition, there is a lot of PUFA in almonds and walnuts, which makes them excellent for the heart.

Consider your snack choices carefully. Incorporate light snacks such as sprouts chaat, vegetable chaat, boiling corn chaat, puffed rice (kurmura), or bhel into your menu. 

When it comes down to it, it is always a good idea to keep a close eye on your consumption and speak with a nutritionist if you are particularly mindful.