Women’s health is more than just a personal matter—it’s a business-critical issue with far-reaching economic implications. Yet,many female healthcare professionals,the very individuals dedicated to advancing health,face important challenges in accessing and managing their own care within the workplace.
FAIRFIELD, N.J., January 20, 2025—A landmark global survey conducted by the Healthcare Businesswomen’s Association (HBA) and FemTechnology has revealed startling gaps in how workplaces support women’s health. The study, which surveyed over 1,000 female healthcare employees across 42 countries and six continents, underscores the urgent need for employers to address these issues, not just for the well-being of their employees but also for the health of their organizations.
key Insights from the Survey
Table of Contents
- 1. key Insights from the Survey
- 2. Why Investing in women’s Health Matters
- 3. Why Prioritizing Women’s Health is a Strategic Advantage for Employers
- 4. The Economic Case for Women’s Health
- 5. Closing the Gap in Women’s Healthcare
- 6. The Power of Listening to Women
- 7. Insights from a Global Survey
- 8. Actionable Takeaways for Employers
- 9. Empowering Women in Healthcare: Insights from HBA and FemTechnology
- 10. The Role of the healthcare Businesswomen’s Association (HBA)
- 11. FemTechnology: Bridging the Gender Health Data Gap
- 12. Why This Matters for the Future
- 13. How You Can Get Involved
- 14. How can companies use feedback tools to gather insights from female employees adn tailor benefits accordingly?
- 15. The Current Landscape
- 16. The Impact of Inadequate Support
- 17. The Economic Case for Women’s Health
- 18. Closing the Gap in Women’s Healthcare
- 19. The Power of Listening to Women
- 20. Insights from a Global survey
- 21. Actionable Takeaways for Employers
- 22. The Path Forward
- 70% of participants reported losing 1-5 days of productivity in the past month due to women’s health concerns.
- 61% of respondents admitted to taking time off work because of health conditions related to women’s health.
- A mere 10.14% of those surveyed felt their employers provided sufficient education and resources on women’s health issues in the workplace.
- 76% expressed interest in tools or resources that could help them better navigate women’s health challenges.
- 74% indicated they would benefit from a tool that connects their specific health symptoms with available workplace benefits.
- 61% agreed that discussing women’s health at work carries a stigma, creating a barrier to open dialog.
“Women’s health isn’t a personal issue—it’s a business imperative with massive economic implications,” said Mary Stutts, CEO of the HBA. “unsupported health conditions translate to thousands of dollars per employee every year, adding up to millions in hidden costs for companies.”
The survey highlights a troubling reality: women in the healthcare sector are navigating systems that weren’t designed with their needs in mind. this lack of support doesn’t just affect individual employees—it has a ripple effect across entire organizations, leading to lost productivity, decreased engagement, and missed opportunities for innovation.
“The data is undeniable: women are navigating systems that weren’t designed for them, and companies are paying the price—losing millions in hidden costs because workplace systems fail to support women,” said Oriana Kraft, CEO of FemTechnology. “Closing these gaps isn’t just the right thing to do—it’s the key to unlocking productivity, driving innovation, and securing a competitive edge in the modern workforce.”
what’s the solution? employers must take proactive steps to bridge these gaps. This includes offering tailored resources, creating supportive environments for open discussions, and implementing tools that help employees connect their health needs with available benefits. Such actions aren’t just about improving employee well-being—they’re about driving organizational success.
Why Investing in women’s Health Matters
Women make up nearly 80% of the healthcare workforce in the United States and between 65% to 70% globally. Ignoring their health needs has tangible consequences, from increased absenteeism and turnover to reduced engagement and innovation.
“Supporting women’s health is more than a benefits upgrade; it’s a strategic investment that lowers costs, enhances well-being, and sets a new standard for workplace success,” added LaToya tapscott, a senior director at the HBA Think Tank.
By prioritizing women’s health, companies can reclaim the value lost to these gaps. It’s a win-win: employees feel supported, and businesses benefit from a healthier, more productive workforce. The healthcare sector has a unique opportunity to lead by example, setting a new standard for workplace health initiatives worldwide.
The message is clear: investing in women’s health isn’t just the right thing to do—it’s the smart thing to do. For businesses ready to act, the time for change is now.
Why Prioritizing Women’s Health is a Strategic Advantage for Employers
Women’s health has long been overlooked in customary healthcare models, but forward-thinking companies are beginning to recognize its critical role in fostering a productive and resilient workforce. By addressing the unique health challenges women face, employers can unlock untapped potential, reduce hidden costs, and build a more inclusive workplace culture. Here’s how a gender-informed approach to healthcare can transform organizations and empower employees.
The Economic Case for Women’s Health
Gender-specific health issues, from chronic conditions like cardiovascular disease and diabetes to mental health challenges, often present differently in women. these conditions are frequently underdiagnosed or mismanaged, leading to increased healthcare expenses and productivity losses. When employers adopt a gender-informed approach, they not only improve employee well-being but also see tangible benefits to their bottom line. “Companies that prioritize women’s health have an unprecedented opportunity to gain an economic edge,” says Mary stutts, HBA CEO.
Closing the Gap in Women’s Healthcare
The current healthcare system is fragmented, leaving women to navigate complex and frequently enough inadequate support networks. Employers can play a pivotal role in bridging this gap by centralizing resources and creating a more streamlined care model. This includes redefining what “women’s health” means within the organization. Beyond reproductive health, conditions like Irritable Bowel Syndrome (IBS), pelvic floor dysfunction, Factor V, PCOS, and endometriosis require attention and support.
Investing in these areas isn’t just a moral imperative—it’s a strategic move. By addressing these conditions proactively, companies can reduce absenteeism, improve productivity, and foster a more engaged workforce.”Investing in support for these conditions allows employers to reduce the costs associated with healthcare expenses and productivity losses,” the report emphasizes.
The Power of Listening to Women
One of the most effective ways to address women’s health needs is by listening to them directly. Companies can leverage tools that capture feedback from female employees, mapping out gaps in healthcare and identifying areas where benefits fall short. Such platforms empower women to voice their concerns, highlight unmet needs, and suggest actionable solutions.
This proactive approach not only helps close care gaps but also demonstrates a commitment to employee well-being.”By collecting this feedback, employers can gain insights into the most pressing health needs and adjust their benefits to better support women across different life stages,” the report notes. The result? A more satisfied, loyal, and high-performing workforce.
Insights from a Global Survey
A groundbreaking collaboration between the HBA Think Tank and FemTechnology surveyed 1,081 women from the Healthcare Businesswomen’s Association community across 42 countries and six continents. The study, titled “The State of Women’s Health in the Workplace,” combined quantitative and qualitative methods to explore women’s health experiences and their impact on work.
Participants responded to Likert-scale questions,multiple-choice items,and open-ended prompts,providing a thorough view of their challenges and needs. The data revealed recurring themes, underscoring the urgent need for better support systems and more inclusive healthcare policies.
Actionable Takeaways for Employers
- Centralize Resources: Create a unified care model that simplifies access to women’s health services.
- Redefine Women’s Health: Expand the scope to include chronic conditions and other underrecognized issues.
- Invest in Feedback Tools: Use platforms to gather insights directly from female employees and tailor benefits accordingly.
By taking these steps, companies can pave the way for a healthier, more inclusive workplace. The benefits are clear: a stronger workforce, reduced costs, and a culture that values every employee’s well-being.
Empowering Women in Healthcare: Insights from HBA and FemTechnology
The healthcare industry is undergoing a transformative shift, with organizations like the Healthcare Businesswomen’s Association (HBA) and FemTechnology leading the charge in advancing women’s roles and health outcomes. Their initiatives are not just about equality but also about harnessing innovation to address systemic gaps in women’s healthcare.
The Role of the healthcare Businesswomen’s Association (HBA)
Founded as a global organization, the HBA is dedicated to empowering women in the healthcare sector. With over 85,000 members and 150 corporate partners across 80 locations worldwide,the HBA provides a platform for leadership growth,thought leadership,and recognition of achievements in advancing gender parity.
one of its key initiatives is the HBA Think Tank, a research-driven hub focused on dismantling systemic barriers for women in healthcare. the Think Tank addresses critical areas such as leadership representation, workplace wellness, financial acumen, and opportunities for women of color. Through actionable insights and benchmarking tools, it equips companies to foster equitable and inclusive workplaces.
FemTechnology: Bridging the Gender Health Data Gap
On the innovation front, FemTechnology is revolutionizing women’s healthcare by addressing the gender health data gap.Their flagship initiative, the FemTechnology summit, brings together industry leaders to catalyze change, while their university series amplifies groundbreaking research in women’s health.
At the heart of FemTechnology’s mission is ORI, a personalized health navigation platform. “ORI centralizes best-in-class solutions in women’s health, providing actionable insights to reduce healthcare costs and improve employee outcomes,” explains Oriana Kraft, CEO of FemTechnology. By analyzing anonymized data,ORI helps employers optimize benefits,reduce absenteeism,and ensure women have access to tailored care that meets their unique needs.
Why This Matters for the Future
The work of both the HBA and FemTechnology highlights the importance of collaboration, innovation, and data-driven strategies in advancing women’s health. These efforts not only improve individual outcomes but also create a more equitable healthcare ecosystem.
As Oriana Kraft aptly puts it, “Our goal is to connect insights to action, ensuring that women receive the care they deserve while empowering organizations to make informed decisions.”
How You Can Get Involved
For those interested in supporting or learning more about these initiatives,visit the HBA website or explore FemTechnology’s work at www.femtechnology.org. Together, we can drive meaningful change in women’s healthcare.
How can companies use feedback tools to gather insights from female employees adn tailor benefits accordingly?
Collaborative efforts have shed light on the challenges women face in the healthcare sector and the urgent need for systemic change. This article delves into their groundbreaking insights and explores actionable steps employers can take to empower women and drive organizational success.
The Current Landscape
The healthcare sector, despite its mission to improve health and well-being, ofen falls short when it comes to addressing the specific needs of its predominantly female workforce. Women make up nearly 80% of the healthcare workforce in the United States and between 65% to 70% globally. However, the systems in place were not designed with their unique health needs in mind, leading to a host of challenges that affect both individual employees and the organizations they work for.
The Impact of Inadequate Support
The lack of tailored support for women in healthcare has far-reaching consequences. It leads to increased absenteeism,higher turnover rates,reduced engagement,and missed opportunities for innovation. These issues not only affect the well-being of female employees but also result in meaningful financial losses for organizations.
Oriana Kraft, CEO of FemTechnology, emphasizes the gravity of the situation: “The data is undeniable: women are navigating systems that weren’t designed for them, and companies are paying the price—losing millions in hidden costs because workplace systems fail to support women. Closing these gaps isn’t just the right thing to do—it’s the key to unlocking productivity,driving innovation,and securing a competitive edge in the modern workforce.”
The Economic Case for Women’s Health
Addressing women’s health is not just a moral imperative; it’s a strategic investment. Gender-specific health issues, such as chronic conditions like cardiovascular disease and diabetes, often present differently in women and are frequently underdiagnosed or mismanaged. This leads to increased healthcare expenses and productivity losses.
Mary Stutts, HBA CEO, highlights the economic benefits of prioritizing women’s health: ”Companies that prioritize women’s health have an unprecedented opportunity to gain an economic edge.” By adopting a gender-informed approach, employers can reduce these costs while improving employee well-being.
Closing the Gap in Women’s Healthcare
The current healthcare system is fragmented, leaving women to navigate complex and often inadequate support networks. Employers can play a pivotal role in bridging this gap by centralizing resources and creating a more streamlined care model.
LaToya Tapscott, a senior director at the HBA Think Tank, underscores the importance of this approach: “Supporting women’s health is more than a benefits upgrade; it’s a strategic investment that lowers costs, enhances well-being, and sets a new standard for workplace success.”
The Power of Listening to Women
One of the most effective ways to address women’s health needs is by listening to them directly. Companies can leverage tools that capture feedback from female employees, mapping out gaps in healthcare and identifying areas where benefits fall short. This proactive approach not only helps close care gaps but also demonstrates a commitment to employee well-being.
Insights from a Global survey
A groundbreaking collaboration between the HBA Think Tank and FemTechnology surveyed 1,081 women from the Healthcare Businesswomen’s association community across 42 countries and six continents.The study, titled “The State of Women’s Health in the Workplace,” combined quantitative and qualitative methods to explore women’s health experiences and their impact on work.
The findings revealed recurring themes, underscoring the urgent need for better support systems and more inclusive healthcare policies. Participants highlighted the importance of addressing a wide range of health issues, from reproductive health to chronic conditions like Irritable Bowel Syndrome (IBS), pelvic floor dysfunction, Factor V, PCOS, and endometriosis.
Actionable Takeaways for Employers
- Centralize Resources: Create a unified care model that simplifies access to women’s health services.
- Redefine Women’s Health: Expand the scope to include chronic conditions and other underrecognized issues.
- Invest in Feedback Tools: Use platforms to gather insights directly from female employees and tailor benefits accordingly.
- Create Supportive Environments: Foster open discussions and provide resources that help employees connect their health needs with available benefits.
- Prioritize Gender-Specific Research: Invest in research and development of gender-specific health interventions.
The Path Forward
By taking these steps, companies can pave the way for a healthier, more inclusive workplace. The benefits are clear: a stronger workforce, reduced costs, and a culture that values every employee’s well-being.
Conclusion
The healthcare sector has a unique opportunity to led by example, setting a new standard for workplace health initiatives worldwide. Investing in women’s health isn’t just the right thing to do—it’s the smart thing to do. For businesses ready to act, the time for change is now.
