Is your company bleeding money without even knowing it?
A groundbreaking new report by FemTechnology.org, ORI in collaboration with the HBA (Healthcare Businesswomen’s association) exposes the systemic issues in women’s healthcare that are costing businesses millions in lost productivity, increased healthcare expenditure, and reduced employee engagement.
Read the full report here: https://femtechnology.org/wp-content/…
The Problem: A System Built on a “Male-Centric Norm” is Failing Women & Your Bottom Line
In the healthcare sector, where women constitute 80% of the workforce, their unique health needs are often overlooked, leading to staggering consequences.
1. Misdiagnosis & Diagnostic Delay:
Women are 20-30% more likely to be misdiagnosed and are diagnosed on average four years later than men across 770 diseases.
This includes critical conditions like heart attacks, where women are 50% more likely to be misdiagnosed due to differing symptoms.
2. Ineffective Treatment:
Clinical trials frequently exclude or minimise female-specific responses.
Research shows women metabolise 86 common drugs more slowly than men,
leading to higher drug exposure and more adverse reactions. Many treatments are less effective due to unaddressed hormonal differences.
3. Dismissed Pain & Psychological Labelling:
Women’s pain is often minimised or labelled as emotional, with studies showing they are more likely to be prescribed sedatives than pain relievers. Middle-aged women with chest pain, for example, were twice as likely to be diagnosed with a mental illness than men.
4. Massive Productivity Losses:
Conditions like severe menstrual pain, migraines, endometriosis, and menopause significantly impact work effectiveness.
A shocking 69% of survey respondents reported losing 1-5 days of productivity in just the past month due to women’s health issues.
This translates to thousands of dollars in productivity losses per employee annually, accumulating to millions in hidden costs for companies.
5. The “Gender Health Tax”:
Single women in the U.S. spend 6.8% of their income on health insurance, compared to 3.9% for single men.
Between ages 45-64, women’s direct healthcare expenditures are 21% higher than men’s. This inequality exacerbates the gender pay gap and creates barriers to career advancement.
6. Fear & Under-Reporting:
Many women feel pressured to work while sick to avoid being perceived as less committed, with only 10.14% strongly agreeing their employer provides adequate support and education.
The Solution: Three Strategic Actions Your Company Can Take Now:
The report identifies actionable steps for employers to become pioneers in supporting women’s health, transforming their workforce and bottom line.
1. Centralise Resources to Create a New Care Model for Women’s Health:
76% of women expressed interest in an employer-provided tool to navigate their health benefits.
A single, easy-to-access hub for all women’s health benefits reduces complexity, improves access, and ensures employees feel supported.
2. Reconsider How ‘Women’s Health’ Is Defined and Addressed:
Go beyond fertility and menopause. Support for conditions like IBS, pelvic floor issues, Factor V, PCOS, and endometriosis, alongside chronic issues that present differently in women, will directly reduce hidden costs and productivity losses.
3. Invest in Listening to Women:
74% of women are interested in a tool that aligns their specific symptoms with employer-provided benefits. Collecting direct feedback allows companies to tailor benefits to meet pressing needs, close care gaps, and foster a more engaged, satisfied, and resilient workforce. The Strategic Imperative: Prioritising women’s health is more than a benefits upgrade; it’s a strategic investment that lowers overall healthcare costs, boosts productivity, and enhances wellbeing.
By addressing these critical gaps, companies can unlock new levels of productivity, engagement, and innovation, distinguishing themselves as true leaders in workplace well-being.
Drive better outcomes and lower costs—partner with ORI today: ori.care
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