Financial resilience planning key as more women diagnosed with chronic illnesses

Driving to a client meeting in 2003, Kate Nazar, then age 30, felt shooting pains up her spine and pulled to the side of the road, stepped out of the car and collapsed.

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A look at the emerging trends in the gender health gap

A long history of inadequate recognition and support for women’s health has rifted the gender health gap.

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Unmanaged menopause symptoms show up in mental health, chronic disease, disability claims

While dedicated coverage for women’s midlife health needs improve employee well-being and productivity, it also addresses the costs of unmanaged menopause symptoms that are showing up in other parts of the benefits plan.

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Addressing women’s hormone health can improve productivity, workforce participation

The female hormonal system is a symphony. It’s “one of the most precisely coordinated biological systems in the human body,” with four phases unfolding over four decades of a woman’s life and most of her working career.

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What plan sponsors need to know about postpartum depression

While the postpartum period is a significant occasion for the first-time onset of mental-health disorders among women, few women seek help during the postpartum period, which can have long-term impacts on their quality of life, their child and their return to work.

This session was made possible by Biogen Canada.

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Addressing women’s health gap can boost Canada’s productivity

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.

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How plan sponsors can support women’s financial empowerment

“Financial autonomy is something a lot of Canadians are striving for every day — alongside that, they can achieve financial empowerment.”

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Employers can boost women’s financial confidence with plan design, financial education

Financial stress is an ever-present concern for many employees — among women, it’s even more pronounced.

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Panel: Employers urged to remove friction from plan design to support women’s financial health

Employers can remove friction from benefits and pension plan design by encouraging ease of use, communications and reducing decision fatigue.

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