Why Companies Must Pay Attention to Women’s Health – And What ERGs Can Do to Help (Blog Post)

At Catalyst enERGize, panelists shared very personal experiences to shine a spotlight on this critical issue.

Women spend 25 percent more time managing poor health than men do because of gendered disparities in healthcare, according to the McKinsey Health Institute. Organizations that care about gender equity should support women employees across their lifespans as they experience family planning and fertility challenges, menstrual disorders, and menopause. This kind of support can help women remain engaged and increase retention, leading to stronger pipelines to senior leadership.

Employee Resource Groups (ERGs) are vital partners in this effort, driving initiatives that address women’s health issues and enhance issues to enhance inclusion, engagement, and retention. At the breakout session on women’s health at Catalyst enERGize, panelists explored ways to bring women’s health the attention it deserves within the workplace.

Moderated by Janet Piper, Senior Director, Supporter Success Canada at Catalyst, the panel included Shelley Peterson, SVP, Performance, Rewards & HR Enterprise Functions, Sun Life; Amanda Lewis, Senior Manager, Diversity, Equity & Inclusion, Scotiabank; Emma Codd, Global Chief Diversity, Equity, and Inclusion Officer, Deloitte; and Kamili A. Wilson, SVP, New Affiliate Integration Services, AARP.

Why Women’s Health is a Critical Issue

This topic was deeply personal for the panelists, who openly shared their experiences.

“I began experiencing perimenopause symptoms at 43,” said Wilson, “but didn’t know what they were. I felt incredibly vulnerable. Once I understood, I wanted to share my experience to support other women.”

“I experienced menopause symptoms that made me think I had dementia,” shared Codd. “We need to talk openly about periods, menopause, and support each other through these stages.”

Added Lewis, “I’m at the life stage of menstruation and considering family planning. When evaluating an organization, I consider their policies on family planning, fertility treatments, and maternity leave.”

And Piper recalled how, when she was in her twenties, she would hide the tampon she would carry with her to the washroom at work.

Peterson summed up what everyone at the breakout session was thinking: “It’s crucial to ensure no barriers exist for women reaching their full career potential due to unique health issues.”

What ERGs Can Do

• Communicate clearly about organizational policies and resources.
• Use internal communications to address women’s health across all reproductive stages.
• Normalize women’s health issues within the context of existing support programs, rather than treating them as special cases.
• Embed a culture of allyship so that people with different identities are motivated to drive the necessary change to support women’s health.
• Nurture a culture of diversity, equity, and inclusion.

What Managers Can Do

• Don’t try to solve or diagnose healthcare problems. Instead, listen, learn, educate yourself, and understand the resources.
• Create a safe, flexible environment to help individuals do their best work.
• Make menopause a global inclusion priority.
• Ensure policies are supported by a culture that makes employees feel safe to speak up.
• Be vocal champions for women and help male colleagues understand these issues.
• Encourage senior leaders to share personal experiences with menopause to help reduce stigma.

How to Encourage Men to Be Allies

• Set goals for men allies such as attending at least one women’s health event per year.
• Embed allyship into the organization’s culture to ensure that addressing women’s health issues is a collective effort involving all genders.

How to Strengthen Your Company’s Benefits for Women

• Invite ERGs to help survey women in your workplace about resources they would like to access.
• Compare your claims information with other organizations and consult providers.
• Review your benefits from an inclusion perspective to identify gaps.
• Ensure that decision-making around support for different health issues is consistent and inclusive.

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