2025 Closing the Gap in Women’s Health Report:
Employer Perspectives and Opportunities

The women’s health gap demands both attention and strategic action.

Women’s health has long been underrepresented in science, medicine, and employee benefits — but that’s changing. As the workforce evolves, so do expectations around inclusive, comprehensive care. Today’s employers are rethinking their benefits strategies to better support women across all life stages, from preventive care and reproductive health to menopause and beyond.

To understand how organizations are responding, we conducted a national survey of nearly 200 benefits leaders to explore their current approaches, motivations, and offerings related to women’s health.

Key Findings Include:

• Only 7% of companies reported a large investment in women’s health benefits. Those that could be motivated to invest more cite motivating factors such as evidence for financial return on their investment, interest or need expressed by employees, and education about why this is important and what they can do.
• While some balance is being achieved, more emphasis is still placed on women’s reproductive years versus a more holistic view of supporting women’s health throughout their lifespan to include peri- through post-menopausal stages.
• Respondents who are aware that women are often systematically excluded from medical research are moderately or very concerned about this practice, but only half of the respondents have heard about this.

This Matters to You

Employers have played key roles in meaningful change across issues such as the opioid crisis and mental health awareness — women’s health is another area in which employers can lead. Knowledge and intentionality are key for employers looking to enhance their support of women’s health.

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