For many women, accessing the healthcare they need is far more complicated than just booking an appointment. The real challenge often lies in a stubborn gap in research. Because women have historically been left out of clinical trials, doctors are often left guessing when it comes to treatment.
This means women are more likely to get diagnosed later in life and face more intense side effects from medication. Add in mental health, which hits harder during life stages like pregnancy and menopause, and the picture gets even more complicated.
And then there’s the money side. Health needs like fertility care or menopause support often cost more out of pocket. That’s on top of wage gaps and time off work for caregiving, making it harder for women to afford the care they actually need.
As a result, women often face serious financial stress just to manage their health, both during their careers and well into retirement. And most of this is made worse by systemic barriers that still limit access, affordability, and the kind of support women deserve.
The good news is that employers are beginning to catch on. More are waking up to the fact that traditional benefits don’t cut it when it comes to caregiver leave, fertility support, or menopause-related accommodations.
How Female Employees Can Be Empowered by Benefits Plans That Prioritize Women’s Health
Historically, women’s health hasn’t been a major factor in benefits design. That’s changing. And in 2025, there’s finally some momentum. Companies that take women’s wellness seriously and put their money where their mouth is are better positioned to support, retain, and empower their female workforce.
1. Closing the health gap
If you want to support women at work, start by facing the reality: they spend more of their lives in poor health than men. Especially during their core working years. Years of underfunded research, misdiagnoses, and one-size-fits-all care have left women underserved.
So what helps? Benefits that actually reflect women’s needs. Coverage for preventative care. Access to specialists. Plans that don’t treat women’s health like a niche. All of this helps narrow the gap and sends a message that women’s well-being isn’t an afterthought.
2. Supporting expectant and new mothers
Maternity and postpartum care shouldn’t be treated like a quick fix. These are long-haul realities that affect women’s lives deeply and for the long term.
Employers that offer topped-up parental leave, post-birth wellness programs, and on-ramp career support stand out. They show women that their future at the company doesn’t end the moment they become a parent.
Mental health support is a must, too. In Canada, one in four women experiences postpartum depression. Access to the right care can make all the difference between falling behind and returning to work feeling strong and supported.
3. Elevating mental health services
Mental health isn’t a “nice to have”; it’s central to overall well-being. And women are more likely to face depression and anxiety, not just around pregnancy, but during menopause, major life changes, and stress-heavy periods at work.
Companies that offer real support, like confidential therapy, schedule flexibility, and financial help for counselling, aren’t just checking boxes. They’re building trust.
Better still, strong mental health benefits help women navigate the specific challenges they face on the job: imposter syndrome, microaggressions, and burnout. If not addressed with care and intention, these challenges can wear down confidence over time in a significant way.
4. Flexibility and virtual care
For many women, flexibility is a key factor in determining whether to stay at a job. If caregiving responsibilities can’t be managed alongside work, something needs to change.
By offering hybrid or remote work and pairing it with virtual care access, employers make life a lot more manageable. This is especially true for women juggling professional roles and family duties.
Access to virtual care helps reduce lost time and stress. Being able to quickly connect with a healthcare provider, without needing to take a whole day off, can be a game-changer.
5. Measuring impact and driving change
Benefits plans need to remain adaptable and responsive. To determine whether they’re working, organizations need an effective way to collect honest feedback and data.
That might mean sending out a quick survey, having one-on-one chats, or taking a closer look at how things are working in practice. Just as important: really listening when women speak up about what’s missing or not working.
When employers show they’re open to change and ready to make improvements, it builds trust. It also helps create a workplace where everyone feels seen and supported. Updating benefits to match what people actually need makes a lasting difference.
How RBC Insurance is Advancing Women’s Health Benefits
RBC Group Insurance is one of the few stepping up and showing what leadership in this space looks like. They’ve made it clear: if employers want to support women properly, benefits need to change.
Here’s what they’re doing:
- Menopause Care Program: Partnering with Teladoc Health, RBC now offers virtual menopause care. This finally addresses a gap most plans still ignore.
- Tailored Plan Design: They’re encouraging companies to increase coverage, add services that matter (think maternal mental health, fertility), and build in flexibility.
- Data-Driven Advocacy: RBC uses real survey data to highlight how women face higher costs, more barriers, and greater mental health needs. They push hard for reform.
Their research found that 75% of women want benefits that directly address their specific health needs. But many still aren’t receiving that level of care. That’s where RBC is stepping up: not just raising awareness but actively helping employers improve.
By partnering with leading providers like RBC Insurance, Benefluent Advisory is able to give clients access to programs that go beyond the basics, like virtual menopause care and expanded support for mental health, fertility, and chronic conditions.
This collaboration helps us deliver benefits that are more responsive to women’s needs, closing gaps in care and making health support easier to access and more inclusive.
How Benefluent Advisory Can Help Design and Implement Benefits Solutions That Prioritize Women’s Health
If you’re serious about giving your team what they need, especially the women on your team, your benefits plan should reflect that. Benefluent Advisory can help you get there.
We specialize in building smart, flexible benefits programs that match where your company’s at and where it’s headed. We’re not tied to any one insurer, which means we’re free to make recommendations that actually work for you.
We help businesses ditch outdated one-size-fits-all plans in favour of modern, meaningful benefits, especially in areas that matter most, like women’s wellness.
Want a package that your team appreciates and actually uses? We’ll help you build a hybrid or flexible setup where employees can choose benefits that match their lives. We handle everything, from planning and design to admin and rollout.
For more info on how to build a benefits package that really prioritizes women’s health, or just to find out what the process looks like, give Benefluent Advisory a call at 1 (888) 984-6070 or reach out online.
