Why Your Employer's Health Benefits Might Be Missing What Women Actually Need

Women make up nearly 47% of the U.S. workforce but spend an estimated $15 billion more each year in out-of-pocket healthcare costs than their male colleagues. Despite this significant financial burden, most employer health benefits still focus primarily on maternity care while missing the broader spectrum of women's health needs throughout their careers.

Why Are Women's Healthcare Costs So Much Higher?

The root of this disparity lies in decades of medical research that largely excluded women. The Food and Drug Administration (FDA) and National Institutes of Health (NIH) didn't require women's inclusion in medical research and clinical trials until 1993, and even today, women still account for less than half of clinical trial participants. This knowledge gap has real consequences: 29% of women ages 18-64 who saw a healthcare provider in the past two years reported that their doctor dismissed their concerns.

The inherent gender bias in healthcare keeps many women from seeking care they need, leading to delayed diagnoses that make diseases more complex, harder to treat, and more costly for both employers and employees. Currently, only 6% of the NIH's roughly $48 billion budget in 2024 went to women's health research.

What Health Issues Are Employers Actually Missing?

While many companies have expanded fertility benefits in recent years, this represents just a small fraction of women's overall health journey. Approximately one in five workers is a woman aged 45 or older, meaning women employees are working through multiple life stages that require different types of support. Here are the key areas where current benefits fall short:

• Reproductive Health Beyond Pregnancy: Fertility rates have increased 71% for women ages 35-39 and 127% for women ages 40-44 from 1990 to 2023, with infertility now impacting one in six people globally
• Cancer Screening and Detection: Cancer incidence rates continue rising for women while declining for men, with women under age 50 having an 82% higher incidence rate than men in the same age range
• Menopause Management: One in five women consider leaving the workforce due to menopause symptoms, costing U.S. employers an estimated $26.6 billion annually in lost work time and medical expenses
• Autoimmune Disease Support: About four out of five people with autoimmune diseases are women, with diagnosis taking an average of four to five years and excess medical costs ranging from $2,200 to $33,500 annually

The menopause gap is particularly striking. Only 35% of women ages 40-64 said that a healthcare provider discussed what to expect during menopause with them, despite it being a condition that all women experience. This lack of preparation and support significantly impacts workplace productivity and retention.

How Can Employers Close These Healthcare Gaps?

Smart employers are beginning to recognize that women's health benefits have become a strategic retention and growth tool. When women have benefits that address their entire continuum of care, they're more productive, feel valued, and are more likely to remain with their employer.

Some companies are already taking action by removing age restrictions for preventative cancer screenings, helping employees get screened without worrying about cost or authorization hurdles. Others are offering women-specific support including flexibility in working arrangements for health management, specific time off for disease management, and education resources.

The cancer screening improvements are particularly important given that many cancers affecting women most often—such as breast, colorectal, and cervical cancer—can be survived when detected in the earliest stages. Black women continue to have the highest mortality rate for breast and uterine cancer, both of which are survivable with early detection.

For autoimmune diseases, which disproportionately affect women, employers could consider enhanced flexibility and support for working arrangements to manage disease flare-ups and appointments. As precision therapies continue advancing, these accommodations will become even more crucial for disease management.

The bottom line is clear: there isn't a one-size-fits-all answer to addressing women's health through employee benefits, but employers need to be more aware of the disparities impacting women's health and consider these issues in their plan designs. With women remaining in the workforce later in life and facing unique health challenges at every stage, comprehensive women's health benefits are no longer optional—they're essential for attracting and retaining top talent.