Participants in the MMB Health on Demand survey were asked, “How important is it to you that your employer strongly supports the following issues?”
The results are as follow:
- 80% globally with 78% for male and 82% for female surveyed said that living wages are extremely important or very important.
- 72% globally with 70% for male and 76% for female surveyed said that women’s health are extremely important or very important.
- 69% across the board said that social justice is extremely important or very important to them.
- 69% globally with 66% for male and 72% for female surveyed said that the interests and equity of women are extremely important or very important.
- 66% globally with 65% for male and 67% for female surveyed said that the interests and equity of individuals with disabilities are extremely important or very important.
- 66% globally with 64% for male and 68% for female surveyed said that diversity, equity and inclusion are extremely important or very important.
Understanding the gaps
Despite the clear demand from employees for businesses to support and protect women’s equity and health, major gaps persist.
Closing the gaps begins with benefits design. There is strong evidence to suggest that much more can be done when it comes to providing essential women’s healthcare coverage. In fact, the research revealed that only 55% of women say that the benefits they are offered at work meet their needs.
This has a significant impact on the way that women view the firms they work for. For instance, just 53% of women in the findings agree that leaders throughout their organisations are committed to and support a healthy culture, compared to 60% of men. Less than half say that their employers design jobs with health and well-being in mind.
All of this creates an environment in which women are less likely to thrive in their roles, as shown by recent Health on Demand 2023 research of more than 17,000 employee voices. This is a major missed opportunity, as adapting benefits to meet women’s needs can lead to a happier, more engaged and more loyal workforce.
Key areas to address
- 1 1. Affordable healthcare
- 2 2. Mental health
- 3 3. Reproductive benefits
- 4 4. Psychological safety at work
Actions to consider: How to succeed
Here are four key steps to addressing gaps in women’s health coverage:
Understand how your current programme is seen by women in your organisationDoes what you’re offering meet their needs? Where are the gaps? Get to know your employees and what is important to them.
Care for the caregivers within your workforceDo this by reviewing caregiving-specific benefits, including subsidies for child/adult care, navigation to caregiving resources, digital health solutions for children, and benefits eligibility for extended family members, such as parents.
Tailor benefits packages to cater for women’s health needs at all life stagesConsider the following universal health issues: cancer, maternal health, violence against women, sexual and reproductive health and non-communicable diseases.
Place a particular focus on mental well-being and psychological safetyWork to create a “culture of caring,” where leaders practice and promote openness and are willing to listen.