Every human on the planet has a unique biological constitution—their bio-individuality. While this concept is familiar in health circles, it is becoming increasingly relevant in the workplace. CEOs and executive teams don’t need to become medical experts, but they need to understand how evolving health realities (and priorities) shape workforce dynamics. As work and personal life become more interwoven, organizations must move beyond one-size-fits-all well-being initiatives and start addressing the nuanced needs of their people. One of the biggest opportunities? Women’s health.
Often overlooked, focusing more on women’s health in the workplace can serve as a wise and strategic lever for companies looking to retain talent, elevate performance, and stand out. A recent McKinsey report highlighted this gap, revealing that women spend 25% more time in "poor health" than men. Addressing this discrepancy could inject at least $1 trillion in global economic impact annually by 2040. While financial outcomes matter—they're essential to driving innovation and opportunity—the effects ripple far beyond the balance sheet.
Improving quality of life, especially for women, elevates families, strengthens communities, and positively shapes the next generation. Improving women's health is complex due to biological, social, and cultural nuances. And those layers multiply in the context of the workplace. Still, there are a few high-impact areas where organizations, regardless of size, can start to make a measurable difference:
