The business imperative of comprehensive women’s health care coverage

Why employers should consider women’s holistic health needs in their benefits packages

Imagine if a single decision you made affected half of your employees and was associated with negative career impacts reported by over 40% of that population.

This is the scenario facing today’s employers.

Women comprise about half of the U.S. workforce. Among women in the workforce, 42% feel that their health has limited their career in some way in the past five years. As an employer, understanding women’s health needs, and the gaps in women’s health care, is the first step toward designing comprehensive benefits to help support your women employees and manage costs.

Women are a critical group of health care consumers. Half of women experience an ongoing health condition that requires regular monitoring, treatment or medication. And even when women are not utilizing care, they often are key health care decision-makers on behalf of their health care dependents and other loved ones.

Though reproductive and sexual health needs can contribute to women’s higher health care costs, the gaps go beyond those areas. Women’s health is holistic health, including conditions that are:

• Exclusive to women (e.g., menopause, pregnancy, menstruation),
• Predominant in women (e.g., migraines, depression, Alzheimer’s); and,
• Expressed differently in women (e.g., cardiovascular disease).

Comprehensive benefits that address women’s health needs across every stage of life are critical for the health of employees and the health of your business.

How women’s health affects business needs

Not addressing women’s holistic health needs has negative consequences on businesses, including:

• Diminished productivity. Unmet women’s health needs can contribute to productivity losses, including absenteeism and presenteeism. The effects of menopause symptoms alone equate to $5.4 billion in lost productivity each year. Considering that about 30% of U.S. women in the workforce are aged 45-60 (the time of the menopause transition), employers must be prepared to provide support needed so women can thrive in the workplace and beyond.
• Higher long-term health costs for employers. Women are more likely to delay or skip care than men. Due to historical gaps in understanding of women’s health, some women also experience misdiagnoses, which can delay health improvement. These all mean that conditions can grow more severe, which is often associated with higher costs and additional health risks.
• Lost talent. If women don’t have access to quality care, unmanaged or mismanaged health symptoms can contribute to premature workforce exits. It can also be harder to attract and retain talent if health care benefits offerings are not competitive. Considering that the average cost of turnover is over $45,000, having competitive benefits is critical for employers’ financial health.
  

Comprehensive women’s health benefits

Comprehensive women’s health benefits include holistic support across conditions that are unique to women and conditions that women face differently or predominantly. These may include holistic offerings within:

• Pregnancy and maternity care. Pregnancy is a window into future health, because health concerns during this phase can increase women’s risk of future health events and conditions. Women’s physical, emotional and life changes during this time can also necessitate a variety of holistic support, from behavioral health care to regular prenatal and postpartum check-ins.
• Perimenopause and menopause offerings. Perimenopause and menopause are significant moments during women’s healthy aging journeys. This period is a critical one for women’s holistic health, as menopause is often associated with increased risk of heart disease, osteoporosis and mental health concerns.
• Mental health support. Adult women are about 34% more likely to have any mental illness, and 50% more likely to have a serious mental illness than adult men. Women need mental health support that is tailored for their unique needs and experiences, understanding how physical health conditions or moments like pregnancy and postpartum can affect women’s mental health needs.
• Weight management and metabolic health programs. Women’s weight management needs may be connected to hormonal changes during moments like pregnancy and menopause, as well as other physiological and environmental factors unique to women. Comprehensive weight management and metabolic support, especially during pre-conception and midlife, can help mitigate women’s risk of other health conditions like cardiovascular disease.
• Cancer prevention and care. Cancer prevention and care is a critical consideration for holistic women’s health benefits. Data indicates that women under 50 have a 82% higher rate of cancer than men in that same age demographic.

Comprehensive benefits aren’t just about specific health conditions. They’re also about how women access benefits. Data shows that women prefer digital solutions and retail health options, so it’s important that benefits meet women where they are.

Learn more about managing women’s health on behalf of employers: Women’s Health: A Strategic Priority for PEOs. 

How Aetna® supports women’s health — in the workplace and beyond

At Aetna, we know that quality care is tailored and personalized. We are committed to addressing women’s holistic health and making sure every woman receives the care they need.

Aetna supports women’s health through:

Benefits customization

Aetna works with employers to create benefits that are customizable to a workforce’s clinical needs, cost drivers and preferences. Aetna anticipates women’s health trends and infuses our clinical expertise into plan designs.

Strong, specialized provider networks

Our robust, nationwide provider networks include providers with enhanced training in women’s physical and mental health conditions. Aetna also offers access to midlife care and behavioral health services for women navigating menopause, including through Gennev and Midi Health for select plans.

Evidence-based expertise

Aetna has a long history of following the latest clinical guidelines to make sure women get the care they need. In 1997, Aetna was the first to follow mammogram screening guidelines from the American Cancer Society and the National Cancer Institute. In 2024, Aetna also became the first national insurer to cover intrauterine insemination (IUI) as a medical benefit for eligible plans.

Data analytics

Aetna leverages integrated data capabilities to understand plan sponsors’ health utilization trends and better understand members’ needs and preferences. We use advanced claims-based analytics to proactively identify members, share personalized next best actions communications and resources to address women’s health issues and empower them to live healthier.

Partnerships and training

Aetna works with community-based organizations to ensure that care managers and provider networks are equipped to provide tailored care for women. For example, we worked with Mama Glow to train over 200 care managers in doula competency.

Holistic health solutions

Resources for Living, a well-being solution that goes beyond a traditional employee assistance program (EAP), has pilot peer support groups for women experiencing perimenopause and menopause symptoms.

As part of Aetna Healthy Chapters, the Aetna Maternity Program provides holistic support from preconception and family planning through pregnancy and postpartum, including support for high-risk pregnancies, early risk identification, care navigation, behavioral health support and more.

Women’s health: A clinical and business imperative 

Aligned to our longstanding history of supporting women’s health, Aetna continues to work with employers to prioritize women’s holistic health journeys. Comprehensive women’s health benefits help ensure that women employees have the support to address their unique health needs — so they can show up as vital workforce and community members.