Enhancing women’s health through group benefits

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Women face unique health challenges that are often overlooked in the workplace. Implementing comprehensive group benefit plans tailored to women’s health is important for bridging the healthcare gap and supporting female employees effectively

ACCORDING TO the latest estimates from Statistics Canada, women now represent 47 percent of Canada’s labour force. With women comprising a significant portion of the workforce, it is crucial for employers to seize the opportunity to foster inclusivity by offering comprehensive group benefits plans that highlight women’s health and well-being. As diversity, equity, and inclusion (DEI) initiatives become increasingly important, adapting work environments to consider women’s needs is not just a social imperative – it’s an economic one. Healthy women contribute significantly to productivity, and promoting their needs can drive better outcomes for business. “It’s no surprise that women’s health is an important matter for employers. We wanted to create a comprehensive group insurance offer that focuses on the needs of women and their overall well-being,” confirmed Mélissa Tanguay, product director at Desjardins Insurance.

Desjardins Insurance offers a wide range of flexible life insurance, health insurance, and retirement savings products and services. It is one of the top life insurance companies in Canada and a member of Desjardins Group, the leading cooperative financial group in Canada. Desjardins Insurance has been providing innovative services to individuals, groups, and businesses for over a century. These services reflect Desjardins Insurance’s commitment to employee well-being, as demonstrated by the initiatives and partnerships it has participated in over the years.

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“It’s no surprise that women’s health is an important matter for employers. We wanted to create a comprehensive group insurance offer that focuses on the needs of women and their overall well-being”

Mélissa Tanguay, Desjardins Insurance

While women generally live longer than men, a report by the McKinsey Health Institute reveals that they spend approximately 25 percent more time in poor health. Studies show that women are disproportionately affected by chronic conditions such as back pain, migraines, and osteoporosis, experiencing these at higher rates than men. Mental health disparities can also be stark, as Tanguay highlights that women often juggle multiple responsibilities – balancing work, childcare, and caring for elderly family members – adding substantial stress. These compounded challenges often affect women during their prime working years, which, as McKinsey’s report underscores, has a ripple effect on their financial stability. The report notes that “nearly half of the health burden impacts women during their working years, impacting their ability to earn and support themselves and their families.” For instance, health issues like endometriosis significantly affect women and are often plagued by underdiagnosis or long delays in receiving a diagnosis. On average, a delay of four to 11 years is common from the onset of symptoms to obtaining appropriate treatment.

Additionally, pregnancy-related symptoms like nausea, muscle tension, and heightened fatigue might make it difficult to manage health alongside work responsibilities. “Pre-existing conditions such as asthma, diabetes, and depression may worsen during pregnancy, potentially threatening both maternal and child health if not properly managed,” noted Tanguay. After their reproductive years, Canadian women may spend up to half of their lives managing menopause, often experiencing symptoms such as insomnia, hot flashes, and mood changes. These symptoms, which are part of a natural life phase, can impact daily productivity and may lead to missed workdays, collectively costing the Canadian economy around $3.5 billion a year. However, women in this stage of life also bring significant professional experience, insight, and leadership that are invaluable to organizations.

Ensuring that skilled professionals have access to comprehensive employee benefits can help women manage the challenges of various life stages effectively, empowering them to perform at their best. Supporting women not only benefits their health and well-being but also strengthens the workforce, helping organizations retain seasoned talent while maximizing contributions from experienced professionals. Closing the women’s health gap is not only a matter of equity but also an opportunity for economic growth, as it allows women to continue bringing their expertise to the workplace.

Providing women’s health services is crucial for creating a supportive and productive workplace. Through group benefit plans that include preventive care screenings, employers enable early detection and effective management of health issues, which can reduce absenteeism and foster a healthier, more engaged workforce. Comprehensive health coverage that includes family-building benefits, reproductive care, and mental health support empowers women to focus on career advancement without compromising their well-being. With group benefits, employers can also offer additional support strategies, such as employee assistance programs and virtual care options, offering women personalized services.

“Many women do not feel comfortable discussing personal health issues and may avoid seeking help,” Tanguay noted, emphasizing that access to these services empowers women to take control of their health in ways that fit their individual needs. “As I always say, it’s about showing that you care,” Tanguay added. For plan advisors and plan sponsors, partnering with insurers like Desjardins Insurance can provide employees with crucial resources. For example, Desjardins Insurance’s Women’s Health Focus offers tailored tools through the Health is Cool 360° platform, a website where plan members can get information and advice on a variety of workplace health and wellness topics. It offers resources specifically for women, including:

Menopause Symptoms Questionnaire: A tool designed to identify common menopause symptoms, helping women to discuss their experiences with their primary healthcare provider Contraception Decision Tool: A guide that helps users determine which contraception method best suits their individual needs My Health Checks: A tool that assists women in monitoring and scheduling screenings for various types of cancer and other chronic or acute conditions

A close-up of participants' hands during a group therapy session, highlighting emotional support to addiction

Women’s health uncovered

An opportunity for economic growth

Published December 2, 2024

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Over the course of their lives, women spend 25% more time than men in poor health

Closing the health gap

The long road to diagnosis

The path to productivity and empowerment

Legal note: Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company. Desjardins®, Desjardins Insurance®, and related trademarks are trademarks of the Fédération des caisses Desjardins du Québec used under licence by Desjardins Financial Security Life Assurance Company. 200 Rue des Commandeurs, Lévis QC G6V 6R2 / 1-866-647-5013 desjardinslifeinsurance.com

Source: McKinsey Health Institute

Mélissa Tanguay, Desjardins Insurance

“When female employees feel supported and valued, they are more engaged, productive, and satisfied in their roles – fostering a positive work environment. Everyone benefits when women feel well and supported,” concluded Tanguay. To learn more about how Desjardins Insurance’s Women’s Health Focus offering can support female employees, click here.

Endometriosis is typically diagnosed 4 to 11 years after symptoms begin

Source: Journal of Obstetrics and Gynecology Canada (JOGC)