Why closing the women’s health gap should be central to your corporate culture and wellbeing strategy?
Written by: Margareta Serfozo, Corporate Wellbeing Strategist & Women's Health Advocate
Introduction
Women make up nearly half of the global workforce, yet women’s health issues such as menstruation, fertility, pregnancy, menopause, and mental health challenges remain stigmatised and under-supported in many workplaces. Women’s health isn’t just a “nice-to-have” conversation — it's an economic urgency that corporations must address.
Indeed, according to research done by the McKinsey Health Institute, addressing the fact that women spend 25 percent more time in poor health compared to men could improve the lives of millions of women and boost the global economy by $1 trillion annually by 2040. This estimate likely underrepresents the true impact due to underreporting of women’s health conditions. The women’s health gap results in 75 million years of life lost annually, equivalent to seven days per woman per year in poor health or early death. Better health is strongly linked to economic prosperity, making it crucial to address these disparities.
Similarly, a recent study from the NHS Confederation, highlighted that for every additional £1 of public investment in obstetrics and gynaecology services per woman in England, there is an estimated ROI of £11. As such, if an additional £1 per woman in England were invested in these services, the economy could benefit from an additional £319 million in total gross value added (GVA).
Women’s health is not just a personal issue—it has broad-reaching economic consequences. When women are healthier and feel supported in the workplace, they are more likely to stay in their roles, contribute to innovation, and enhance overall productivity. Addressing women’s health can help reduce healthcare costs, improve workplace morale, and positively impact the broader economy.
Why should corporations lead the charge in closing the women’s health gap?
We spend most of our waking lives at work, making the workplace a critical arena for addressing women’s health. The women’s health gap limits participation and reduces productivity, which has a direct impact on global GDP— according to McKinsey Health Institute, 80% of this gap occurs during a woman’s working years.
Since we spend most of our lives at work, it’s inevitable that health problems will show up in the workplace. Women, in particular, are disproportionately affected by mental health challenges, being twice as likely as men to experience depression and 22% more likely to show signs of anxiety. Additionally, 23% of working women have considered quitting due to menopause or menstrual symptoms, while 87% of women are seeking more support from their employers for health-related issues.
Hence why corporations are uniquely positioned to lead change in women's health, benefiting both their female employees and enhancing overall business and economic performance.
Investing in women’s health can offer a multitude of benefits
For individuals, providing resources and support for women’s health issues can help employees feel valued, reducing stress and enhancing their quality of life both inside and outside of work. Supporting women with the tools and flexibility to manage their health promotes personal wellbeing, which is reflected in their work performance.
For companies, the benefits of prioritising women’s health go beyond individual wellbeing. It plays a key role in improving recruitment, retention, employee satisfaction, engagement, and productivity—all factors crucial for maintaining a competitive advantage. Companies with more than 30% women in executive roles are far more likely to outperform those with only 10-30%, and these companies also outperform those with even fewer or no women executives. In fact, the most gender-diverse companies are 48% more likely to outperform their less diverse peers.
Supporting women's health in the workplace has a significant impact on both individual employees and overall business performance. Companies that address women's unique health needs, such as menstrual health, fertility, pregnancy, and menopause, not only foster loyalty and resilience but also see reductions in absenteeism and presenteeism, leading to improved team performance. A 2023 report highlights that companies promoting holistic health and supporting employees' wellbeing are more likely to see innovation and better work-life balance among their workforce.
By embedding women's health initiatives into corporate culture, these programs become more than just perks—they are essential strategies that improve retention, engagement, and overall job satisfaction. This ultimately leads to stronger organisational growth and a more engaged, productive workforce.
Where do we go from here?
To begin embedding women’s health into your corporate wellbeing strategy, companies must first recognise the diversity of women’s health needs. This can include, but is not limited to, menstrual health, fertility and family planning support, mental health resources, access to menopause care, and flexible work policies that accommodate various life stages and health challenges.
Interventions to consider include:
Making women’s health a cultural priority
Embed women’s health into the core of your company’s culture by making it an organisational priority. Appoint ambassadors within leadership to champion these initiatives, and introduce metrics for women’s health and wellbeing that align with your diversity, equity, inclusion, and wellbeing goals.Training managers and leadership teams
Equip managers with the knowledge and communication skills to support employees' health needs, ensuring a stigma-free environment where staff feel safe discussing their health concerns.Providing educational resources
Organise workshops and provide resources on key topics such as reproductive health, menopause, and mental health to empower employees with knowledge and support.Implementing flexible work policies
Create flexible work policies that accommodate women’s health needs during fertility, pregnancy, postpartum, and menopause, along with family-friendly policies.Collaborating with women’s health experts
Partner with external experts to offer tailored women’s health programs and provide employees with customised support.Leveraging data-driven insights
Use data to track progress and identify areas of improvement in supporting women’s health. Focus on both the big wins and the day-to-day wellbeing of your workforce.Offering comprehensive healthcare plans
Ensure that your healthcare plans cover women-specific health concerns, including reproductive health, menopause, and mental wellbeing.
Taking the first steps involves a willingness to listen and act on the needs of your workforce. Start by assessing the current corporate culture and wellbeing initiatives in place. Conduct surveys or hold focus groups to identify gaps in your support for women’s health. Engage with leadership and HR to champion change, ensuring that this topic becomes part of broader wellbeing conversations. Developing a roadmap for integrating women’s health support into your corporate strategy will set the foundation for long-term success.
Conclusion
Incorporating women’s health into your corporate wellbeing strategy is not just a matter of doing the right thing—it’s a smart business move. By prioritising women’s health, companies can improve employee satisfaction, retention, and productivity, all while contributing to a healthier, more engaged workforce. Creating a supportive environment for women isn’t a “nice-to-have”—it should be a cornerstone of your corporate culture, fostering a space where every employee can thrive. Now is the time for businesses to step up and make meaningful change. Women’s health deserves to be at the heart of every corporate wellbeing strategy, benefiting not only individuals but also the company and the broader economy and society.
