Beyond March: The year-round imperative of women's health in the workplace

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.

But putting a greater emphasis on women’s health is also good for business because, to put it bluntly, unused benefits are a waste of company dollars. Last year, U.S. companies spent an average of $17,393 per employee on health care premiums, according to KFF. The fact that women don’t tap into their benefits — whether from lack of awareness about them, getting unclear information about them, or lacking time to use them — should be a siren call to HR to advocate for remedies.

New mothers: A clear example of the ongoing gap

One striking and still-present fact is that the earnings gap between men and women historically grows after the birth of a child. The reasons may be cultural — the societal pressure on women to leave the workforce and care for a newborn child. But that argument is mitigated by the lack of benefits to support women with infants to stay at work and the stigma that still says new mothers lack the professional dedication, focus, or energy of their peers who aren’t new mothers (including new fathers).

Regardless of the reasons, the numbers tell a story that businesses and employee benefits brokers need to answer. Claudia Goldin, a professor at Harvard University who was awarded the Nobel Prize in Economics for her research into women’s income and employment, analyzed over 200 years of data. Her work showed without a doubt that the differences between men and women in the same occupation absolutely grow with the birth of a child.

“Equality is not just the right thing to do,” responds Robert Zoellick, former president of the World Bank Group. “It’s smart economics. How can an economy achieve full potential if it ignores, sidelines, or fails to invest in half its population?”

Assessing benefits comes first, but communicating them is critical

Again, it’s sobering to realize that even in our advanced era with so much communication buzzing around us, many female employees remain unaware of the health benefits specific to them. These can range from mammograms to hormone therapies — essential services that should be visibly outlined by employers. Benefits leaders can also advocate for better use of benefits by women by pushing the C-suite to offer an incentive for employees who get preventive screenings during Women’s Health Month, or even throughout the year.

Approaching the admittedly sensitive but significant topic of women’s health and employee benefits begins with identification. Brokers and their employer customers need to clearly understand and outline the extent of women’s health benefits they offer in their employment packages. Once those basic elements are defined, HR leaders need the support and tools to step into the arena of active communication — they need to ensure these benefits don’t remain fine print on paperwork disseminated during benefits enrollment but become part of the larger, inclusive dialogue within the corporate setting.

Without clear communication, the disconnect between the benefits offered and employee awareness can lead to untapped resources that hinder women’s health empowerment. On the other hand, when an organization takes a more proactive stance and aligns its communication strategy to include information on women-specific health benefits, it supports not just individual wellbeing but also the collective health of the workforce. These employers signal that the health of their female employees is not a fringe concern but a central corporate ethos.

Implementing a thoughtful communication strategy about women-specific health issues and benefits can yield immeasurable positive outcomes, including:

• Lower turnover. Women who feel supported are more likely to stay with a company, reducing turnover.
• Greater productivity. When health issues are managed or mitigated, employee focus and productivity rise.
• Improved corporate culture: A supportive environment fosters a positive workplace culture that values inclusivity and employee wellbeing. This in turn not only helps employers keep top performers but also enhances their employer brand and helps attract top-quality job candidates.

Related: Why employers tackling women’s health should also address digestive health

Beyond mere recitals of policy, companies must provide resources and education about these health issues — webinars, workshops, or insightful articles that bring to the forefront topics traditionally left undiscussed. Sharing knowledge and experiences creates a culture of openness and support, offering a sense of community and reinforcement to those who might otherwise silently deal with their health concerns.

Mammograms, cervical cancer screenings, reproductive support, routine OBGYN visits — these should be talked about as openly as any general medical benefit. When companies champion the health rights of women, they help to dissolve stigmas, encourage preventive care, and ultimately contribute to a healthier, more informed workforce.

Outreach efforts should strive for clarity, accessibility, and empathy. Here’s how to effectively communicate:

• Conciseness: Be clear and to the point. Complex jargon can mask the benefits you’re offering.
• Visibility: Regularly feature information on health benefits in company communications like newsletters, intranets, or staff meetings.
• Empathy: Recognize and respect the personal and sensitive nature of health issues in your messaging.

Continued awareness, year-round commitment

Long after the echoes of International Women’s Day events fade, the commitment to women’s health must continue to resonate within the halls of business far and wide. By amplifying communication, resources, and support for women’s health benefits, companies do more than just fulfill corporate responsibility. They set in motion a ripple effect of empowerment and wellbeing that enriches their greatest asset — their people.

Paula Kapavik, VP of Service Operations for Selerix.