In the modern workplace, dedicated months like March serve as beacons for spotlighting crucial issues. International Women's Day and Women's History Month stir conversations about the strides in gender equality, inclusivity, and the importance of addressing women's health. Yet, the conversation must extend beyond these moments. It must become ingrained in company culture and communication, and it requires action on two fronts:

• More intentionally working to identify the employee benefits organizations offer that are specific to women's health
• Regularly communicating to employees about those health concerns and the benefits and other support available to deal with them

You might think this is a good strategy because it's "the right thing to do" or because it's "socially responsible." And, you'd be right. After all, despite strides toward workplace equality, gaps remain in the awareness and utilization of women's health benefits. It's not uncommon for employees to be uninformed about the specifics of their benefits package, especially when it relates to women's health needs.

For example, according to the 2022 KFF Women's Health Survey (with data updated in 2023), among women age 18-64:

• Nearly 19% are unaware their health insurance is required to cover annual check-ups
• 21% are unaware their coverage is required to cover cervical cancer screenings
• 44% don't know their health insurance is required to cover birth control

But, helping employers put more focus on the health needs of women employees, the benefits they offer in response, and the communication plans they have in place around those benefits is also good business sense. Why? Partly because it helps fight the long and ongoing battle for gender equality that is slowly but gradually proving to benefit women and businesses. Winning that battle undoubtedly will benefit women and their businesses.