When we talk about building a more inclusive workplace, there’s one area that often gets overlooked: women’s health. Despite making up over half of Canada’s population, women continue to face systemic gaps in how health and wellness benefits are designed and delivered in the workplace. From common but overlooked conditions to the broader impact of life stage transitions, it’s time for employers to re-evaluate how their benefit plans and workplace policies support the women in their workforce.
“Women’s health has historically been underserved in the workplace — and we’re just starting to catch up,” says Alecia Henderson, senior vice president of corporate benefits at NFP, an Aon company. “If you want to talk about building a high-performing, inclusive culture, this is a critical piece of the puzzle.”
Understanding the Three “Ms”: Menstruation, Maternity and Menopause
Women experience a wide range of gender-specific and gender-dominant conditions that can significantly impact their work and overall wellbeing. This includes everything from migraines and autoimmune diseases to endometriosis and polycystic ovary syndrome — many of which are underdiagnosed, misunderstood or simply ignored in traditional health plans.
Add to that the major life stages women move through – what some experts call the three “Ms”: menstruation, maternity and menopause – and it’s clear that thoughtful benefit design and workplace support are essential. These stages bring unique challenges that can affect attendance, productivity and career advancement if not properly acknowledged and accommodated.
“Ensuring that your group benefits plan offers coverage for things such as contraception, fertility drugs and hormone replacement therapy is a great place to start,” says Henderson.
“But equally important are workplace policies that reflect the lived experiences of your team — things like flexible work arrangements, inclusive leave policies and empathetic communication.”
That means looking beyond the basics. Employers can support women by expanding family leave policies to include adoption, surrogacy and fertility treatments, and by revisiting how sick days and personal time off can be used to manage chronic or cyclical health issues.
The Menopause Challenge
While menstruation and maternity have begun to receive more attention in recent years, the third “M” — menopause — remains woefully underrepresented in most benefit strategies.
A recent study by the Menopause Foundation of Canada found that three out of four women in the workforce experience menopause symptoms that interfere with their daily lives. A full quarter of these women report severe symptoms, and nearly 10% leave the workforce altogether due to a lack of support.
“The numbers are hard to ignore,” says Henderson. “We’re losing experienced, highly skilled women – many of them at the peak of their careers – because we haven’t created environments where they feel supported through menopause.”
Common symptoms during perimenopause and menopause include hot flashes, brain fog, anxiety, joint pain, fatigue and sleep disruption. Compounding the issue are co-occurring health challenges such as thyroid disorders, infections, depression and cardiovascular risk — all of which tend to rise during this life stage.
Awareness and education are key. Encouraging open dialogue, providing training for managers and offering accommodations such as flexible schedules, access to wellness resources and even dedicated menopause benefits can go a long way in retaining talent and reducing stigma.
Moving Forward with Intention
Workplaces that recognize the full spectrum of women’s health needs – from reproductive health to chronic conditions to menopause – send a clear message: all employees are valued, supported and seen.
“Supporting women’s health isn’t just a wellness issue. It’s a culture issue, a leadership issue and a business issue,” says Henderson. “When we make space for people to bring their full selves to work – and support them through all stages of life we build stronger, more resilient organizations.”
As expectations for equity and inclusion continue to rise, the companies that lead the way in addressing women’s health will be the ones that attract, retain and empower the best talent.