A global survey by the Healthcare Businesswomen’s Association (HBA) in partnership with FemTechnology, including over 1,000 women across 42 countries and 6 continents, found that 70% of women employees lose between one to five days of productivity every month due to women’s health issues, yet only 10% feel adequately supported by their employers. Similarly, Deloitte’s Women @ Work report (2024) found that half of women experienced higher stress levels than the previous year, with many working through pain, discomfort or emotional strain in silence.
As Women's Month shines a spotlight on gender equality and inclusion, International SOS is encouraging organisations to rethink how they approach women's health in the workplace, not simply as a wellbeing initiative, but as a business priority that directly influences workforce resilience, productivity and long-term organisational performance.
“Women's health is often viewed through the lens of individual wellbeing, when in reality, it is a workforce issue that affects organisational performance, says Dr Kovila Parsuramen, Medical Director, WorkSafe at International SOS. “When employees are expected to manage health challenges without appropriate workplace support, businesses can experience increased absenteeism, reduced productivity, lower engagement and greater difficulty retaining experienced talent.”
The business case for addressing this is clear, as research estimates that every dollar invested in women's health generates three dollars in economic growth.
Women’s health needs extend far beyond maternity and include conditions such as endometriosis and polyendocrine metabolic ovarian syndrome (PMOS), pregnancy, postpartum recovery and menopause and mental health challenges. Alongside these biological considerations, many women also balance demanding careers with caregiving responsibilities at home – adding further pressure and contributing to stress, fatigue and risk of burnout if left unsupported.
Despite growing efforts in women’s health awareness, many employees still feel uncomfortable to speak openly about these challenges. Menopause, for example, remains one of the least-discussed workplace health issues, despite affecting women during some of the most experienced and influential stages of their careers. In fact, studies indicate that more than half of peri- and post-menopausal women feel uncomfortable discussing their symptoms at work, while 83% feel they have no access to support at work.
“Creating a more supportive workplace does not require complex or costly interventions,” explains Dr Parsuramen. Meaningful change starts with recognising that women's health needs evolve throughout different stages of life and ensuring managers have the knowledge, policies and flexibility to respond appropriately.”
Practical measures can include:
- Flexible working arrangements.
- Manager training – to improve understanding of women's health issues.
- Access to employee assistance programmes and mental health support.
- Health awareness initiatives, and clear workplace policies that encourage open, stigma-free conversations.
- Workplace adjustments, such as providing suitable rest areas or allowing greater flexibility during periods of ill health, can also make a meaningful difference.