Women’s Health At Work: An Untapped Competitive Advantage For CEOs

Every human on the planet has a unique biological constitution—their bio-individuality. While this concept is familiar in health circles, it is becoming increasingly relevant in the workplace. CEOs and executive teams don’t need to become medical experts, but they need to understand how evolving health realities (and priorities) shape workforce dynamics. As work and personal life become more interwoven, organizations must move beyond one-size-fits-all well-being initiatives and start addressing the nuanced needs of their people. One of the biggest opportunities? Women’s health.

Often overlooked, focusing more on women’s health in the workplace can serve as a wise and strategic lever for companies looking to retain talent, elevate performance, and stand out. A recent McKinsey report highlighted this gap, revealing that women spend 25% more time in "poor health" than men. Addressing this discrepancy could inject at least $1 trillion in global economic impact annually by 2040. While financial outcomes matter—they're essential to driving innovation and opportunity—the effects ripple far beyond the balance sheet.

Improving quality of life, especially for women, elevates families, strengthens communities, and positively shapes the next generation. Improving women's health is complex due to biological, social, and cultural nuances. And those layers multiply in the context of the workplace. Still, there are a few high-impact areas where organizations, regardless of size, can start to make a measurable difference:

Caregiving Support

America’s population is aging, and with that rise comes a growing demand for caregivers—many of whom are invisible in company policy, political discussions, and societal culture. While men and women serve as caregivers, the burden largely falls on women, who comprise 59% of unpaid caregiving activities. According to a 2023 JAMA study:

• U.S. women provide 2.2 times more unpaid family caregiving hours than men.
• The economic value of unpaid caregiving is estimated at $600 billion annually.
• 60% of caregivers are balancing unpaid caregiving with paid job responsibilities.

This dynamic has massive implications: caregiving-related losses cost the U.S. economy an estimated $25.2 billion annually in lost productivity and can reduce individual employee productivity by up to 18.5%. Companies can lead and usher in change by normalizing conversations around caregiving, removing the stigma, and offering job assurance, flexibility, and caregiving-specific benefits. No one plans for these life events, but organizations that acknowledge and support them will retain stronger, more loyal talent.

Holistic Prenatal And Fertility Support

Families are central to societal stability. Unfortunately, fertility challenges are increasing. But encouragingly, more organizations are recognizing this: 42% of U.S. employers now offer fertility benefits, up from 30% in 2020, according to the International Foundation of Employee Benefit Plans.

The fertility journey is often emotionally taxing, logistically complex, and financially demanding, especially when unexpected or non-insured costs occur. When these aspects aren’t addressed, companies risk having female employees disengage, underperform, or exit altogether. A Human Reproduction study found:

• Nearly 2 in 3 women felt overwhelmed by their fertility journey.
• 40% considered leaving their job entirely.

Companies that offer flexible work arrangements, fertility counseling, and comprehensive health benefits signal that they value their people—not just as employees but as whole human beings.

Menopausal Support

Menopause is another under-discussed, high-impact stage of life. It brings numerous physical, mental, spiritual, and emotional changes affecting women’s productivity, engagement, and overall well-being. A 2024 CVS Health study found that 75% of organizations felt confident in their menopause-related offerings and support. But confidence doesn't always reflect reality: 75% of full-time working women experiencing menopause still reported hiding their symptoms at work.

Tools and tactics are helpful, but they're only effective when psychological safety and trust are solidified. This process begins with cultural acceptance and trust. Until organizations cement that gap, companies will continue to see productivity losses due to menopause-related issues—currently at $1.8 billion annually, according to the Mayo Clinic.

A Smarter Approach To Women’s Health At Work

Organizations can improve their women’s health initiatives by making them collaborative, comprehensive, and more akin to a partnership where everyone involved feels seen and heard. Prioritizing women’s health at work isn't just a perk or moral gesture—it's a strategic business move that can amplify organizational performance, retention, and growth. At the same time, individuals and companies benefit, but more importantly, society benefits.