At Health Action Alliance, we like to say that action is our middle name. So we were all in when we learned that this Saturday, March 8, the theme for International Women's Day is "Accelerate Action."

Women make up 47% of the U.S. workforce, so taking actions that prioritize and improve women's health can pay significant economic dividends. In fact, nearly $1 trillion could be added to the global economy by 2040.

Today, we're sharing insights to illustrate the critical connection between women's health and business health — and the concrete steps you can take to improve both. Here's what you'll find:

🧠  Quick facts on women’s health at work.
🔥  How to create a menopause-friendly workplace to retain top talent.
✅  Practical strategies to support employees managing endometriosis and other chronic conditions.

If someone forwarded you this email, you can stay informed and receive our newsletter directly by joining the mailing list.

QUICK FACTS

Healthier Women Lead to Healthier Workplaces

The data is clear: Investing in women’s health leads to stronger businesses, healthier employees and communities, and a boost in your bottom line. 

Women make

80%
of household health care spending decisions in the U.S.

76% 
of women are interested in employer-provided tools to navigate women’s health. 

70%
of female employees reported losing 1-5 days of productivity in the last month due to health issues.

Within the past year, 

38%
of women went without recommended care, like not seeing a doctor when sick or failing to fill prescriptions.

Every $1
invested in women's health could yield a $3 return in economic growth.

THE HOT TOPIC

The Benefits of Creating a Menopause-Friendly Workplace

Menopause is more than a biological milestone — it's a significant life transition. Clinically, menopause is defined as 12 consecutive months without a menstrual period, but the journey leading up to it, known as perimenopause, can begin as early as 35.

Despite affecting millions of women in the workforce, menopause remains a largely unaddressed workplace issue. Women experiencing symptoms, which can range from intense hot flashes to debilitating brain fog, often feel uncomfortable discussing their experiences. This silence comes at a substantial cost: employers lose approximately $1.8 billion annually due to workdays missed because of menopause-related challenges.

Supporting women during this transition isn't just compassionate — it's a strategic business decision. Offering menopause-friendly benefits can significantly boost workplace morale and productivity, particularly among millennial workers who are increasingly moving into senior leadership roles.

The most encouraging news is that many companies already have foundational policies that can support women experiencing menopause. Flexible scheduling, remote work options, and inclusive health benefits can be easily adapted to create a more supportive environment. By acknowledging and addressing menopause, employers can demonstrate a commitment to employee well-being that benefits everyone in the organization.

💡 SMART TIP: Offer Telehealth or Virtual Care Options

Women are more likely than men to delay or forgo necessary medical care. Employers can address this by making care affordable and easy to access.

ACTIONABLE STEPS

Supporting Employees With Endometriosis and Other Chronic Conditions

It took Shireen Saxena more than 15 years of enduring intense menstrual pain, headaches, and stomach distress before being diagnosed with endometriosis, a debilitating chronic condition where tissue similar to the uterine lining grows outside the uterus.

With her diagnosis, Saxena joined approximately 10% of women worldwide who also have the condition. It remains frequently undiagnosed or misdiagnosed, creating significant challenges for those who experience its symptoms. “Half of my brain is always distracted by my pain,” she shared. “I’m constantly feeling a stabbing pain around my ovaries and a shooting pain down my leg. I’m always thinking about it.”

The impact of endometriosis on workplace productivity is substantial:

• Employees lose an average of 5.3 hours per week to presenteeism (working while experiencing symptoms that reduce effectiveness).
• An additional hour per week is lost to absenteeism.
• The total economic burden amounts to more than $10,000 per employee annually with the condition.

Saxena’s employer, Ada Health, has supported her with a flexible work environment among other benefits. Employers can significantly impact employee well-being by supporting team members with endometriosis and other chronic conditions. Check out our full article for practical strategies to maintain productivity and create a supportive workplace environment for employees managing these health challenges.

💡 SMART TIP: Offer Flexibility

Normalizing behaviors such as turning cameras off for Zoom meetings or taking walking breaks during the day.

The Health Action Alliance is a unique collaboration between leading business, communications, and public health organizations to help employers navigate evolving health challenges, improve the health of workers, and engage with public health partners to build stronger, healthier communities. Founded in 2021 by the Ad Council, Business Roundtable, CDC Foundation, the de Beaumont Foundation, and the Robert Wood Johnson Foundation, HAA's network now includes more than 10,000 employers nationwide, reaching a quarter of U.S. workers.