How to Support Women’s Wellbeing Year-Round
Women’s National Health Week is May 6-12. But women’s health doesn’t just clock in for one week out of the year. Here’s how to support women’s wellbeing with workplace benefits.
National days, weeks, and even months health-themed observances are a regular occurrence in the American calendar. And it’s for good reason—these opportunities serve as regular reminders to help us manage our total wellbeing. Women’s health is no exception.
What impacts women’s health the most?
While everyone has their own health needs, many women face additional hurdles when it comes to supporting their wellbeing, from financial to physical. Some of the top health challenges and risks for women include heart disease, cancer, and mental health.
But finances also play a large role in women’s wellbeing, especially when it comes to being prepared for unexpected health costs, such as an ER bill. Healthcare costs can be daunting, and data indicates that women, on average, face higher healthcare expenses and uncertainties than men. These financial barriers can lead to delayed care or the inability to access vital health services, impacting the overall well-being of women.
We’ve also found that for all employees—not just women—a lack of awareness or understanding of benefits has an impact on overall wellbeing. 84% of employees say they don’t understand their benefits, meaning many people may be missing out on health and wellbeing resources because they’re confused or unaware of the benefits available to them.
Learn more about how personalized technology helps make benefits easier to understand and use.
How you can support women’s health with your benefits strategy
Health is a holistic issue—there’s no one condition or issue that acts as a primary barrier to managing our wellbeing. National Women’s Health Week is an opportunity for your organization to bring more awareness to the benefits and resources available to all employees.
As you build out your benefits strategy to help drive awareness and engagement with benefits, consider highlighting key wellness themes that can help employees support their total wellbeing year-round. Here are a few suggestions to get you started:
1. Offer financial tools to support readiness and stability.
45% of women say they’d feel panicked about facing an unexpected medical expense compared to 34% of men. Providing financial tools to support preparedness or even help offset unexpected costs can make the difference between delaying care because you can’t afford it and feeling supported and prepared for the unexpected. Check out our blog on helping employees maximize their paychecks.
2. Educate employees about regular preventive health benefits.
34% of women say they’re aware of a family history of health issues compared to only 26% of men. All of us likely have something in our health history that we need to be aware of, but that’s just half the battle. Preventive care, such as regular lab work, mammograms, and physical exams, is often covered 100% under most medical plans, meaning that there’s usually no out-of-pocket costs for insured employees.
When employees know what resources are available to them, it’s easier to take advantage of those benefits and resources proactively instead of facing the stress of an unexpected health issue.
3. Shine a light on mental health benefits
Stress and anxiety, while not gender-exclusive, can disproportionately affect women. A diverse suite of mental health benefits can make the difference between feeling supported or feeling alone. Talk and behavioral therapy, counseling, and stress management programs are all excellent options that can offer your employees meaningful ways to support their wellbeing without having to go it alone.
Health and wellbeing resources should be accessible for everyone. Women’s health shouldn’t be compartmentalized just because of gender. But as long as wellness disparities and gaps exist, awareness initiatives like National Women’s Health week help shine a spotlight on opportunities to help support everyone’s health.
Learn more about supporting wellbeing in the workplace in our Benefits Pulse on Workplace Wellbeing.
