To support women, organizations need to show they care with inclusive programs and policies

How can organizations attract and retain the best female talent? They can show they care about women’s health, says Mélissa Tanguay, Product Director at Desjardins Insurance.

“Employers play a crucial role in increasing awareness of women’s health issues, and employees who feel supported in managing their health feel valued,” says Ms. Tanguay.

Women experience unique health challenges throughout their lives, but they often suffer in silence at work due to stigma around women’s health, she adds. By taking thoughtful steps, employers can help reduce that stigma and truly show up for women with inclusive programs and policies.

“It’s all about showing that you care, you understand and you’re taking action.” 

The importance of inclusive benefits

A key way for employers to create an environment where women feel supported is through a robust benefits program, says Ms. Tanguay. Packages should include preventative care such as regular screenings for conditions like osteoporosis, breast cancer and cervical cancer and vaccines for viruses such as human papillomavirus (HPV). 

Services like these can be crucial for early detection and prevention. For example, according to the Government of Canada document “Human papillomavirus (HPV) vaccines: Canadian Immunization Guide,” which was updated in 2024, the efficacy of the HPV vaccine in preventing infection, cervical cancer and its precursors varies from 95 to 100 per cent, depending on the condition.

“These plans should be comprehensive, accessible and transparent to ensure employees have the resources they need,” says Ms. Tanguay.

In addition to preventive services, benefits should also cover care specific to women’s health, she says. That could include things like pre-conception counselling, fertility coverage and extend to mental health services related to postpartum challenges. Employers can also provide access to enhanced prescription coverage for hormone replacement therapy (HRT) and other medications for menopause symptom relief.

Ms. Tanguay notes that telemedicine platforms, personalized health apps and employee assistance programs (EAPs) can be greatly beneficial for a range of women’s health concerns.  These types of resources allow women with busy schedules to get help quickly and confidentially, without having to book time off for medical appointments. Easy to access and comprehensive, these resources can be particularly valuable for women who feel lost or do not have a family doctor.

Bolstering benefits plans can go a long way in reducing the health gap between men and women. Research from a 2024 McKinsey Health Institute study entitled “Bridging the women’s health gap: A country-level exploration” shows that three of the top five interventions that can reduce the health gap between men and women in Canada are access to basic primary care; access to screening, surveillance and testing; and access to neuroactive drugs (such as antidepressant and migraine drugs) – all of which can be covered through group benefits plans. 

Fostering understanding

Charmaine Alexander, Plan Sponsor Service Advisor, Disability Management and Prevention at Desjardins Insurance, says that a key policy employers should look at is their absence policy. 

To be more inclusive of women’s health issues, employers can add educational language in their policies that lets employees know that they may need time away from work for many health reasons, and that short absences are allowed without a doctor’s note.

This will help ensure women don’t feel pressure to delay addressing any health challenges, she says.

“If you’re putting off seeing a specialist, that can affect your daily life because the longer you delay, the longer you will wait to be diagnosed. That could have life-altering consequences,” says Ms. Alexander.

Employers can help reduce the stigma of speaking up by supplying ample resources for their employees about women’s health issues. That may include providing digital articles on a company intranet, physical pamphlets in an easily accessible area or educational courses that employees can sign up for. 

Because tone from the top matters, it can also be beneficial for women in leadership to be open about their own health experiences and to advocate for greater support. That can mean speaking at staff events, participating in women’s employee resources groups (ERGs) or simply raising women’s health concerns in meetings with her fellow executives.

“Seeing [leaders speaking up] in your organization will break down barriers and reduce that stigma,” says Ms. Alexander.

Knowing your demographics

To create the best workplace policies and benefits plans, Ms. Tanguay says employers need to first understand the demographics of their workforce. That’s why measurement via employee surveys can be crucial. An employer with a high proportion of women between 45 and 60 may benefit more from flexible workplace policies that specifically recognize menopause, for example. 

She adds that working directly with benefits providers, who have an insider’s perspective on emerging health trends and needs, can help employers tailor their benefits in a way that is inclusive and effective. 

“What is most important is to acknowledge the fact that women have unique health needs and experiences across their lifespan, from reproductive health to menopause and beyond, and society needs to provide access to appropriate care and support,” she says. “Everyone has a role to play.”

This content was produced by The Globe Content Studio and was originally published in The Globe and Mail

Charmaine Alexander, Senior Advisor, Disability Management at Desjardins Insurance, will present Women’s Health and Wellness at Work: The Issue of Cardiovascular Disease at HR Conference & Expo 2025. Register for the event to learn more about this topic.

Desjardins Insurance offers a wide range of flexible life insurance, health insurance and retirement savings products and services. It has been providing innovative services to individuals, groups and businesses for over a century. Desjardins Insurance ensures the financial security of over five million Canadians from offices across the country. It is one of the top life insurance companies in Canada and a member of Desjardins Group, the leading cooperative financial group in Canada.