While many organisations have embraced inclusivity through flexible work arrangements, neurodiversity initiatives, and gender equality efforts, support for women’s health remains inadequate. Women comprise nearly half of the Australian workforce, yet health challenges like menopause, endometriosis, and pregnancy are often overlooked. HR leaders are uniquely positioned to drive change by creating a workplace culture that recognises and responds to these challenges.

Why women’s health matters.

Women face complex health challenges that impact not only their physical and mental wellbeing but also their productivity and career progression. A 2024 report from the World Health Organisation and McKinsey highlighted that although women live longer, they spend 25% more of their lives in poor health. Closing this gap could boost the global economy by over $1 trillion annually by 2040. By making genuine efforts to support women’s health needs, organisations can foster a culture of respect, inclusivity, and improved employee wellbeing – benefiting both individuals and the broader organisation.

Leveraging insurance to address women’s health needs.

Many organisations already offer life insurance benefits to their employees through their superannuation fund or other external provider. If they don’t, they’re already missing out on a key benefit for their whole workforce. 

Life insurers are increasingly introducing wellness programs tailored to women’s health, offering financial support, personalised care, and preventive solutions. These initiatives provide a strong foundation for company-wide wellbeing strategies that meet the unique needs of female employees.

Menopause: a major workplace challenge.

Menopause presents significant challenges for many women in the workforce, bringing symptoms like fatigue, memory issues, and reduced concentration. This can affect productivity and prompt some women to reduce their hours or leave the workforce entirely. Research shows 75% of women report that menopause has negatively impacted their careers, and 79% say it has reduced their productivity. 

Life insurer AIA Australia’s menopause program offers targeted health coaching for women aged 40-55 on income protection claims. Developed in collaboration with the Australasian Menopause Society (AMS), the program focuses on symptom management and reducing long-term risks such as cardiovascular disease and osteoporosis. Programs like this can help organisations support employees during this life stage, ensuring they remain engaged and productive.

Endometriosis and productivity loss.

Endometriosis affects around 10% of women under fifty, causing pain and fatigue that often disrupts work. Many women scale back hours or forgo advancement opportunities to manage their symptoms.

Zurich’s Women’s Health Benefit, part of their Corporate Care Income Protection, provides financial support tailored to women managing endometriosis and other health conditions. Backed by Metluma’s research, the program allows women to prioritise their health while reducing financial stress. This support model helps organisations retain talented employees by fostering a more inclusive workplace culture.

Mental health support for women.

Women managing physical health conditions like menopause and endometriosis are often at higher risk for anxiety, depression, and chronic stress. Traditional workplace EAPs may not address the mental health needs specific to women’s health challenges.

MetLife’s 360 Health Platform offers virtual consultations, access to dietitians and exercise physiologists, and a unique “Ask a Clinician” feature. These resources empower women to proactively manage their mental and physical health, complementing existing support structures and enhancing overall employee wellbeing.

Preventive health and cancer screenings.

Preventive care is critical for conditions like cardiovascular disease and cancers such as breast and cervical cancer. However, many women lack access to regular screenings due to time constraints or insufficient resources.

TAL’s Health for Life programs address this gap with tools like Health Scout, HeartChecker, and SpotChecker, which encourage women to monitor key health metrics and undergo preventive screenings. These initiatives help women prioritise their health, reducing the impact of severe conditions on their work and personal lives.

Supporting pregnancy and postpartum health.

Balancing work and motherhood can be challenging without adequate workplace support. In some cases, this leads women to delay career advancement or leave the workforce.

Zurich’s Women’s Health Benefit also includes support for complicated pregnancies, providing financial security for women managing pregnancy-related health concerns. This fosters a workplace culture that values inclusivity and supports women through all life stages.

Building a holistic women’s health program.

ntegrating women’s health benefits into employee benefits packages is an effective strategy to address the challenges faced by female employees of all ages. Organisations can leverage corporate life and income protection insurance offerings that include active female health programs, ensuring immediate and long-term support for female employees.

Steadfast Life helps organisations implement tailored health benefits that align with broader wellness goals. By accessing insurance programs designed to support women, HR leaders can create a comprehensive benefits package that addresses the unique needs of their female workforce.

Lead the way in women’s health innovation.

Organisations investing in women’s health demonstrate leadership in employee wellbeing. By prioritising tailored support for female employees, companies can build a culture where health and professional success go hand-in-hand.

Partner with Steadfast Life to explore how your organisation can offer meaningful support through innovative insurance solutions. Together, we can create workplaces that empower employees and drive organisational success