Viewpoints from Morgan Lee, PhD, MPH, CPH
Employers have long shaped progress on critical health issues, from mental health to opioid misuse. Now, women’s health is emerging as the next frontier. Our latest survey reveals where employers stand, where gaps remain, and how organizations can lead meaningful change. Here’s what we found – and why it matters for your benefits strategy.
Women’s Health: An Overlooked Opportunity
For decades, women’s health hasn’t been prioritized in science, medicine, or employee benefits. But times are changing. As the workforce evolves, the unique needs of women, from preventive care and reproductive health to menopause support, are becoming more visible. Addressing these needs isn’t just about equity; it’s a smart business move.
Where Employers Stand Today
Our recent survey of nearly 200 benefits leaders revealed a mixed picture. Only 26% of employers invest at least moderately in women’s health, and 24% don’t invest at all. Why? Many cited uncertainty, lack of motivation within the organization, or limited female representation in their workforce. For those open to investing more, the top motivators were clear:
- A strong business case and return on investment (ROI)
- Employee demand
- Education on why this matters
Beyond Fertility: Supporting Women Across Life Stages
Historically, benefits have focused on fertility and maternity, but women’s health is a lifelong journey. Menopause, for example, can significantly impact wellbeing and productivity, yet it’s often neglected. When asked to rate their approach to women’s health from 1 (“reproductive years only”) to 10 (“whole life journey”), employers averaged 4.7 out of 10 – a sign that more holistic strategies are needed.
Gaps in Coverage and Awareness
Preventive care is another area where gaps persist. Only 22% of employers reported covering two annual preventive visits at no cost, and nearly a quarter don’t know their coverage strategy. As for hormone therapy for menopause symptoms, half of respondents were unaware of their coverage strategy. These blind spots matter because preventive care and hormonal health are essential for women’s wellbeing.
Awareness gaps extend beyond benefits. Half of employers surveyed had never heard about women’s historical exclusion from medical research – a practice that still affects care quality today. Among those aware, concern was high, signaling a need for education and advocacy.
How Employers Can Lead Change
Employers have driven progress on issues like mental health and opioid misuse. Women’s health is the next frontier. The good news? You don’t need a massive budget to start making an impact. Here are three steps:
- Know your population – understand the needs of employees and their dependents.
- Evaluate solutions carefully – from low-cost options like education and resource groups to higher-investment strategies like concierge support and leave policies.
- Align expectations – success often starts with improved satisfaction and productivity, with financial ROI following over time.
Ready to Take Action?
The women’s health gap demands attention, and you’ve already taken the first step by engaging with this research. Now, let’s move forward together.
👉 Download the full report: Closing the Gap in Women’s Health: Employer Perspectives and Opportunities
Get your complimentary copy of the Closing the Gap in Women’s Health Report: Employer Perspectives and Opportunities report from the download form on this page today. Interested in learning more? Read our blog Beyond the Black Box: Reassessing HRT for Modern Women and watch a recording of our November 13 Benefits Curve webinar covering our report findings.
EPIC offers this material for general information only. EPIC does not intend this material to be, nor may any person receiving this information construe or rely on this material as, tax or legal advice. The matters addressed in this document and any related discussions or correspondence should be reviewed and discussed with legal counsel prior to acting or relying on these materials.
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Get in Touch with the Author
Morgan Lee, PhD, MPH, CPH, Senior Director, Research & Strategy | EPIC Pharmacy Solutions, powered by PSG | Contact Morgan via phone or email.
