Empowering Women in the Workforce: Why Comprehensive Health Benefits Matter

At a recent cocktail reception featuring Rachel Blank of Allara, Amy Divaraniya of OOVA, Jill Herzig of Midi Health, and Katelynn Fedele from Hey Jane, the conversation centered on the evolving landscape of women's health and its implications for employee benefits. These discussions, combined with my insights from working at Fempower Health, reveal a complex scenario where traditional health insurance often falls short in effectively covering women’s health needs.

Overcoming Limitations of Traditional Health Insurance in Women's Health

Traditional health insurance schemes have struggled to adequately cover women's health due to a misalignment between standard reimbursement models and the actual manifestation of many women's health conditions. This disconnect highlights the necessity for employers to rethink how they provide health benefits that genuinely meet women's specific medical needs.

Choosing the Right Women’s Health Benefits: A Guide for Employers

Today, employers are faced with a myriad of options when it comes to selecting health benefits that support women’s health. This abundance of choices, while beneficial, also presents a challenge: how do employers choose the right benefits? How do they ensure that women understand what is available to them? Addressing these questions is crucial in creating a benefits package that is both comprehensive and comprehensible.

Employer vs. Employee Responsibilities in Women’s Health Benefits

The distinction between what should fall under employer-provided benefits and what should be the responsibility of the employee remains a topic of ongoing debate. As health landscapes evolve and awareness grows, the lines of responsibility are continuously being redrawn. Employers need to find a balance where they provide essential support without overstepping, ensuring that employees are empowered yet not overly dependent on employer-provided options.

Why Employers Should Expand Women’s Health Benefits Beyond Fertility and Mental Health

While many companies now offer fertility and mental health benefits, there is a pressing need to broaden these benefits to cover a wider array of health concerns specific to women. These might include extended support for chronic conditions such as endometriosis and PCOS, menopause management, and more comprehensive preventive care measures.

Promoting Holistic Health Benefits: A Strategy for Inclusive Workplace Wellness

It's important to underscore that enhancing women's health benefits does not detract from the health benefits provided to all employees. Instead, it ensures a more inclusive, equitable health plan that addresses specific gaps in care that disproportionately affect women. By doing so, employers can foster a healthier, more productive workforce and position themselves as leaders in employee wellness and corporate responsibility.

Conclusion

The insights from leaders in women's health underscore the urgency for more targeted, informed choices in employee health benefits. Employers must navigate these complex waters with a clear strategy for selection and communication, ensuring that all employees understand and can access the benefits that best meet their health needs. As we continue to understand and adapt to these requirements, the role of employers remains pivotal in shaping a healthier future for all employees, fostering an environment where each individual’s health needs are recognized and met effectively.

Disclaimer

The information shared by Fempower Health is not medical advice but for informational purposes to enable you to have more effective conversations with your doctor.  Always talk to your doctor before making health-related decisions. Additionally, the views expressed by the Fempower Health podcast guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent.