Closing the women’s health gap isn’t just the right thing to do, it’s a “critical lever” towards addressing Canada’s flagging productivity, said Jennifer Foubert, head of group benefits, product and growth at Manulife Canada.
Just over half (55 per cent) of the women’s health gap occurs during their working years. Despite this, 95 per cent of Canadian workers said their employer has no formal support for expectant parents, according to the 2021 report. As well, three-quarters of working women said their employer doesn’t have support for managing menopause or aren’t sure if they do, according to the Menopause Foundation of Canada.
Read: Workplace design impacting employers’ retention of women experiencing menopause: report
Organizations that offer comprehensive health benefits — and particularly those that support women’s health — can retain top talent and improve workplace productivity and loyalty, said Foubert. Beyond that, they also reduce health-care costs, minimize employee turnover and enhance workplace equity.
A recent Manulife report found organizations that support women’s health can see performance improvements across various metrics, including innovation, customer service and profitability, thanks to healthier and more engaged employees.
In January, Manulife partnered with Maven, a women’s health platform that provides personalized support for women and families across four life stages. In the first two months, it has seen “utilization rates far exceeding what we would have anticipated,” said Foubert, which speaks to the “pent up demand and need for these services.”
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Manulife consulted experts to create a list of 10 steps plan sponsors can take to supporting women’s health in their organizations, she added, including polling employees, reviewing coverage, expanding the scope of support and broadening mental-health access and services.
Foubert also suggested they increase flexibility and provide access to paid time off to accommodate women who are managing fertility appointments or other short-term health issues. She also recommended employers communicate their policies openly, revamp the return-to-work approach to include gradual returns and normalize conversations about women’s health.
Read more coverage of the 2026 Women’s Health & Wealth Summit.