In the contemporary corporate landscape, forward-thinking companies are recognising the importance of tailoring health plans to address the needs of their female workforce. From comprehensive reproductive health coverage to addressing menopausal health challenges, organisations are making strides in ensuring gender equality in their employee benefits. Creating a truly inclusive workplace means making sure that all employees, including LGBTQ+ colleagues, have access to comprehensive reproductive health benefits. It's about celebrating diversity and making sure every individual feels supported and valued in their health journey. In this article, we will look at how companies are leading the charge in offering cutting-edge health plans and benefits that cater to the diverse health needs of women and people assigned female at birth, in 2023.
Why women's health benefits are so important
Women's health benefits signal your proactive commitment as an employer to support women in the workplace. Initiatives like this are invaluable in attracting top talent to your teams, particularly for companies striving to enhance gender diversity within their senior leadership ranks. Research suggests that businesses with executive teams comprising over 33% female members enjoy net profit margins ten times greater than those without female representation in these positions.
Beyond the evident benefits for diversity, where employers view women's health benefits as a means to strengthen their diversity, equity, and inclusion initiatives, there is also a significant impact on employee retention when companies fail to support all employees, irrespective of gender and sexual orientation. Given the average cost of £30,000 to replace an employee, providing the right support for your workforce can have a positive effect on your bottom line.
To genuinely foster a diverse and inclusive workplace for all, it is imperative to provide unwavering support to individuals throughout what can often be a challenging and lengthy journey. Without comprehensive women's health support, a company's commitment to diversity, equity, and inclusion remains incomplete and inauthentic.
Understanding women's health in the workplace
Women's health can be a broad topic and can mean a lot of different things. When we speak about women's health, we encompass a wide range of circumstances that can affect individuals assigned female at birth.
It's important to recognise that some employees who need to use these benefits may not identify as female. Women's health benefits should be available to all employees, no matter their gender identity.
This means recognising the full spectrum of women's health challenges such as monthly menstruation, fertility journeys, gynaecological cancers, and the unique healthcare needs of pregnant and menopausal women. By acknowledging and addressing these issues, companies play a pivotal role in fostering gender equality and the overall health and wellbeing of their employees.
What to include in the benefits
Incorporating women's health into a company's employee benefit offerings should be led both by top executives and HR teams. When top management takes the lead, it sets the tone for a supportive environment where women's health is a priority in both values and benefits.
A comprehensive women's health benefits package is an essential part of supporting your employees' wellbeing. It's about more than just financial assistance for various health services; it should also include a dedicated team of experts in women's health. This team may consist of gynaecologists, nutritionists, psychologists, nurses, and wellness professionals who provide emotional and practical support throughout the health and wellness journey of employees.
When evaluating a women's health benefits platform, it's important to ensure that it offers inclusive coverage for all members of your organisation, regardless of gender, sexual orientation, age, or marital status. This means providing a wide range of services, including support for family planning, maternity leave options, support services for chronic conditions and health issues, as well as menopause, and access to mental health services. It's equally important to collaborate with healthcare providers and clinics specialising in women's health and eliminate the need for a specific diagnosis to access these services.
Here are some examples of what successful women's benefits packages include:
1. Fertility coverage and support
A company's fertility support should acknowledge the diverse fertility challenges people may face in their reproductive journeys such as fertility treatment, adoption, and surrogacy, and should make sure the language of the coverage includes people of all genders, sexual orientations, and relationship statuses.
If insurance plans are available, they should cover fertility treatments, as well as other family-forming treatments or processes for employees seeking to start a family. It's important to have inclusive benefits, addressing the needs of same-sex couples and transgender individuals as well.
37% of employees struggling with fertility said they were getting little to no support from their employers, and 78% said that fertility support was very important when considering a new job or employer. Fertility support is a must for all women's health benefits packages.
2. Pregnancy and parental support
- Pregnancy support could include recognising the healthcare costs associated with pregnancy and helping alleviate that for employees.
- It could include providing comprehensive health plans that cater to the needs of pregnant people, covering prenatal care, maternity leave, and postpartum support.
- Companies should consider extended paid leave to support pregnant or nursing employees, as well as partners of pregnant or nursing employees. Again, this coverage should extend to new parents of adopted children to be most inclusive.
- Support could include coverage for child care services or facilitation of child care. This lightens the burden for working parents, fostering a workplace environment that truly prioritises work-life balance.
Most importantly, all companies should be demonstrating a commitment to the health and wellbeing of employees throughout their entire pregnancy journey.
3. Menopausal health
- Benefits should address the health challenges faced by menopausal women, including hot flushes and other symptoms. This could look like having a water cooler in the office or giving out mini handheld fans for those who need them, for example.
- Health plans should consider menopausal health as an integral part of women's overall wellbeing.
89% of people say they have a more favourable opinion of their employer for offering menopause support. It is imperative to foster an inclusive workplace that supports people at all stages of their professional and personal lives.
4. Insurance coverage and care navigation
- As mentioned above, insurance coverage should be tailored to address gender-specific health needs.
- In addition, companies should look to include assistance for managing chronic conditions - this is vital for long-term health and productivity.
Broadly, companies should recognise the gender gap in healthcare and take steps to bridge it through comprehensive insurance coverage.
5. Health and wellbeing initiatives
- Successful companies have implemented wellness programs that go beyond basic healthcare, addressing mental health concerns and fostering overall wellbeing. Of course access to mental health professionals is not an exclusive benefit to women's health; mental health care is indispensable. It helps to promote emotional and psychological wellbeing for all employees.
Overall, they promote a holistic approach to women's health that extends beyond medical coverage.
So why wait?
By offering comprehensive women's health benefits, companies can significantly improve their employees' physical and mental wellbeing. This creates an inclusive and supportive workplace where everyone feels valued and accepted, leading to better health outcomes for your team and increased overall happiness — an advantage for everyone.
The future of women's health in the workplace lies in comprehensive health plans and employee benefits that recognise and address the unique health challenges faced by women. By championing gender equality through inclusive benefits, companies are not only enhancing the overall wellbeing of their female employees but are also contributing to a more supportive and progressive work environment.
