Why Women’s Health Matters For Employers And Employees

Prioritizing women’s health is also a smart business strategy. Healthier employees drive stronger engagement, retention, and performance. When organizations invest in inclusive health insurance benefits, they build resilient teams and reduce costs tied to absenteeism and chronic disease. Consider menopause, for example: Unmanaged symptoms cost U.S. employers an estimated $1.8 billion annually in lost work time, underscoring the need for workplace resources that help women stay healthy and productive.

With women comprising nearly half of the U.S. workforce, employers have a clear opportunity to lead by offering health insurance coverage that addresses the specific health needs of women. By sharing trusted health information and encouraging preventive care, organizations are able to support individual well-being while also building a stronger, more sustainable workforce.

Building A Strong Foundation: Women’s Health In Their Teens And 20s

Early adulthood is a critical time to build lifelong habits that support physical and mental well-being. Employers can play a role by helping young female employees and those who have female dependents understand and use their benefits.

Offering wellness resources and promoting mental health programs support this formative stage. Preventive care, from vaccinations to screenings, reduce disease burden and extend healthy life expectancy. Encouraging these habits through wellness initiatives and flexible scheduling can help young employees thrive — physically, mentally, and professionally.

Education also matters. By talking about and promoting available resources, businesses can help employees make the most of their benefits, improving health outcomes and reducing costs. Some employers are now offering genetic testing as part of their health insurance benefits. Awareness of genetic risk factors can support informed decisions, proactive care, and long-term healthy habits. 

Preventive measures like the human papillomavirus (HPV) vaccine have been effective at reducing risks of female-specific cancers, such as cervical cancer. The vaccine has also been credited for cutting HPV infections by 81% in young adult women. Apps that help women track their cycles can help them better manage their menstrual and reproductive health.

Prevention, Fertility, and Mental Wellness: Women’s Health in Their 30s and 40s

Balancing family, career, and personal well-being becomes more complex for women during their 30s and 40s. Stress often peaks in these years, with caregiving responsibilities and demanding work schedules adding pressure. Employers can help by focusing on whole health. Offering flexible work options, mental health resources, and family-friendly policies that reduce burnout and support long-term retention work toward that goal.

Preventive care and regular screenings take on new importance as risks for conditions like diabetes, hypertension, and certain cancers begin to rise. Staying current with screenings, such as Pap tests, mammograms, and general tests like cholesterol checks, allows for early detection and intervention. For example, a recent study showed that breast cancer screening beginning at age 40 and continuing through age 70 achieved a mortality reduction of over 40%. By offering health coverage that encourages preventive visits, employers can help their employees stay healthier and reduce long-term healthcare costs.

Reproductive health also evolves significantly during this stage, from fertility planning to the onset of perimenopause. Access to fertility benefits at work, maternity care, and education about perimenopause can empower women to make informed decisions and stay engaged at work. Two in five women have considered changing jobs due to menopause symptoms, highlighting the importance of workplace awareness and support. 

Meeting Women’s Specific Health Needs Benefits All

Women’s unique healthcare needs have often been overlooked. But when organizations provide resources and benefits education dedicated to women’s health, both employers and employees win. Prevention, especially through timely screenings, can help women detect conditions when they are most treatable. Employees notice and appreciate the benefits of quality coverage, and addressing the specific health needs of women fosters employee loyalty, boosts job satisfaction, and increases productivity.