Gone are the days when an ergonomic chair and a weekly fruit basket checked the “well-being” box. Today, true wellness means acknowledging that health isn’t one-size-fits-all—and women’s health, in particular, has been sidelined for far too long.

By 2030, about 1.2 billion women worldwide will be in menopause. Yet, workplace wellness programs still tiptoe around the realities of women’s health—from menstrual cycles and reproductive care to conditions like endometriosis and PCOS. The result? Absenteeism, burnout, and the quiet exodus of talented professionals who don’t feel supported. It’s time to stop whispering and start acting.
 

Thankfully, the silence is breaking. Leading organizations are stepping up with policies that matter—reproductive leave that includes fertility treatments and pregnancy loss, menopause-friendly workplaces with real support, and a long-overdue challenge to the gender health gap where women’s pain is too often dismissed.

This isn’t just about doing the right thing—it’s smart business. Companies that prioritize women’s health see higher retention, stronger engagement, and better overall performance. The conversation is evolving beyond menopause, tackling cutting-edge benefits like GLP-1 medication coverage, genitourinary health support, and tech-driven personalized wellness solutions.

In this edition of Employee Benefits & Wellness Excellence, we’ve included insightful articles that shed light on how organizations are shaping a healthier workplace for women. From progressive policies to real-world impact, these pieces examine how workplace wellness is being redefined to better support women.

This edition also includes two research studies: Employee Financial Wellness, which explores how organizations assess financial health, why some invest in it, and why others do not; and A Blueprint for Evaluating Coverage of GLP-1s for Weight Loss, which examines the growing inclusion of GLP-1 coverage in insurance plans. These reports provide essential takeaways for organizations working toward more inclusive benefits.

The workplace is changing. So should our approach to well-being. It’s time to move beyond whispers and build a future where women’s health is a priority—not an afterthought.

Happy Reading!

 
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