Why It's Time to Prioritize Women's Health and Inclusive Benefits in the Workplace

A recent survey by RBC Insurance is shining a much-needed spotlight on a reality that many HR leaders have long suspected but rarely had data to back up: women in the workplace face a distinct set of health challenges that most benefits plans simply were not designed to address.

The survey found that a significant portion of Canadian women have taken time off work — or considered leaving their job entirely — due to health conditions that their employer benefits plan did not adequately cover. Conditions like endometriosis, perimenopause, fertility treatments, and postpartum mental health challenges are among the most commonly cited gaps.

The Business Case for Inclusive Benefits

Beyond the equity argument — which stands on its own — there is a compelling business case for investing in inclusive, women-focused health benefits.

• Women are more likely to leave jobs where they feel their health needs are not supported
• Unaddressed health conditions lead to higher rates of presenteeism and absenteeism
• Inclusive benefits are a powerful recruiting signal to female candidates at all career levels
• Organizations with strong women's health coverage report higher overall employee satisfaction scores

What Inclusive Benefits Look Like in Practice

Updating a benefits plan to be more inclusive of women's health needs does not require a complete overhaul. In many cases, meaningful improvements can be made within existing budget structures by redirecting or expanding specific coverage areas:

• Fertility treatments — IVF and fertility drug coverage, increasingly offered by forward-thinking employers
• Menopause support — hormone therapy coverage and access to specialized practitioners
• Mental health parity — ensuring coverage limits reflect the actual cost of adequate therapy
• Paramedical services — expanded access to midwives, doulas, pelvic floor physiotherapists
• Paid leave flexibility — accommodating conditions that may require intermittent absence

Starting the Conversation

One of the most effective first steps is simply asking your employees what they need. Anonymous surveys and focus groups can surface gaps that leadership may not be aware of — and they signal to employees that the organization is listening.

At Butterfly Benefits, we work with employers to audit their current plans against the evolving needs of their workforce and design programs that close meaningful gaps — without necessarily increasing overall plan costs significantly.