Women are ready for a new experience.
We believe a woman deserves a single trusted source that coordinates and personalizes her health care…
…and employers shouldn’t have to patch together lots of point solutions to meet women employees’ needs.
When it comes to supporting your women employees, one size does not fit any longer.
Women are delaying preventative care.
Women were nearly 50% more likely than men to skip a preventative health service or skip a medical recommended medical test or treatment, in 2020. It is likely these gaps could translate into higher rates of women experiencing severe health issues as time goes on.
Women are twice as likely as men to be diagnosed with depression and anxiety. According to the CDC, poor mental health and stress can negatively affect employee job performance and productivity. By addressing mental health issues in the workplace, employers can reduce health care costs for their businesses and employees, and increase job performance.
Nearly 1 million women left the workforce in 2019 due to menopause symptoms. Women with menopause in the workforce will continue to rise, with about a quarter of the world’s female population turning menopausal in 2030. With women in the menopause age group likely to be eligible for senior management roles, their exit can dent C-suite diversity. It also contributes to the gender pay-gap and feeds into a disparity in pensions.
Auto-immune diseases present in women at a rate of 2 to 1. Women make up 90% of all Lupus diagnoses in the U.S. It takes a person with an autoimmune disease an average of 4.6 years and five doctors before getting a correct diagnosis.
What this means to an employer:
Employer chronic disease management programs usually don’t contain specific programs for women
Employers are thrust in the “business” of health and have to bring on more and more programs and patch these point solutions together to meet employee’s needs
Patching together point solutions and providers leads to duplicative and unnecessary costs with continuity, gaps and sometimes overlap.
Increased absenteeism and decreased productivity
Difficulty with recruitment and retention
Lack of coordination or underutilization of key benefits means you may not be getting the expected ROI
With women in the menopause age group likely to be eligible for senior management roles, their exit can dent C-suite diversity. It also contributes to the gender pay-gap and feeds into a disparity in pensions.