Women’s health is good business 

With women making up 47% of the US workforce, prioritizing their well-being isn't just the right thing to do – it’s a strategic business decision. The Health Action Alliance recently published Healthier Women = Healthier Workplaces  with data suggesting better support for women’s health could add nearly $1 trillion to the global economy by 2040. When businesses invest in women's health, they’re investing in stronger workplaces, healthier employees and a thriving economy.

From Mercer’s survey work, we know employers continue to add benefits to support women’s health. In the last five to seven years, we’ve seen a lot of focus on fertility and reproductive health benefits – everything from pre-conception planning, high risk pregnancy support, pregnancy loss, lactation support, breast milk shipping, post-partum mood disorders, return to work support and menopause.

Women’s health is much broader than reproductive health, it includes autoimmune disorders, osteoporosis, heart disease, cancer and other medical conditions. Over 50% of a woman’s lifetime health burden is made up of conditions that either exclusively, disproportionately or differently impact women, particularly during their most prominent working years. 

An organization’s demographics and employee needs will ultimately influence the employer’s focus on women’s health. Some choose to focus on family building with pregnancy and caregiving at the core, while others focus on reproductive health for both men and women. Others explicitly focus on women’s physical and mental health.

The key to making the right strategic decisions is to look at whether your organization’s health and well-being programs consider the unique experience of a woman navigating healthcare. Here is a checklist to help determine if your benefits provide a holistic solution:

• Comprehensive benefit coverage and access: Mental and behavioral health access, specialized practitioners, doulas, cancer screenings and support, primary care access
• Digital health and concierge solutions: Specialized telemedicine and virtual care, targeted care navigation, health coaching, digital tools, caregiver support
• A supportive physical work environment: Dedicated lactation spaces, flexible dress codes, access to complete and nutritious food options, lighted parking areas, desk fans/temperature controls
• Family planning, reproductive health, and caregiving: Fertility, surrogacy/adoption, maternity, parenting, tutoring, eldercare, self-care
• Organizational cultural support: Flexible leave policies, caregiver support and leave, work as a determinant of health, financial wellness programs, health topic normalization

The benefits, programs and policies employers offer can make all the difference in not only attracting and retaining women in their workforce but also in ensuring they are able to attain their ideal health status.