Prioritizing women's health
Forward-thinking companies are more aware of the importance of tailoring their group benefits to address the needs of their female employees. Benefits plans are a powerful differentiator, and ensuring gender equity in your plan by including things like comprehensive reproductive health coverage can help attract and retain top talent. Women's health is a business imperative, and helping to bridge the women's health gap is key for any organization committed to inclusion.
Who experiences women's health issues?
Women’s health issues are experienced by people other than cisgender women (women whose gender aligns with their assigned sex at birth). Transgender and nonbinary people can also be affected by the issues addressed here. The name of this brochure and the language used throughout were chosen for ease of reading, but these types of health issues are experienced by people from the LGBTQ+ spectrum.
Beyond reproductive health
Women and girls make up half of the world's population—and nearly half of Canada's workforce. Yet women are still underrepresented in medical trials.1 Interestingly, the more we learn about women's health, the clearer it becomes that women's health means more than just female anatomy and the reproductive system. Many health issues that affect all genders pose unique challenges for women.
The value of gender equity
Workplace benefits plans need to be designed with a view to gender equity. Investing in women's health can pay dividends. In fact, according to a 2024 report by the McKinsey Health Institute, investments to help close the women's health gap show a positive return on investment of approximately $3 in economic growth for every $1 invested.2
1 More Data Needed | Harvard Medical School 2 Closing the women’s health gap | McKinse
Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company.