When women are held back from work because of inadequate treatment options or to take care of their families, the economic consequences for our businesses and our workforce are vast.
Research shows that when women are well represented at the top, companies are 50 percent more likely to outperform their peers.
Data shows that having at least 30% of women holding C-suite jobs added 6% more to corporate profit margins.
"Research shows that when women are well represented at the top, companies are 50% more likely to outperform their peers."
Mary Barra, CEO of General Motors, one of America’s most powerful businesswomen, noted that she struggles to place women in C-Suite positions given how regularly they are diagnosed with health issues that affect their careers.
And she’s right. Some major debilitating diseases impact more women than men, and we don’t have the research to understand those differences.
Of the 40 million Americans with autoimmune disease, 78% are women.
Anxiety and depression are twice as common in women than in men.
60% of rheumatoid arthritis patients are women. This disease causes debilitating pain and can take people out of the workforce early in life.
Alzheimer’s patients are 66% female.
Lupus is 9 times more common in women than men.
Stroke kills more women than men.
Multiple Sclerosis is three times more common in women than men.
Women are 2-3x more likely to develop gallstones than men, especially if they have been pregnant before.
9.8% of women over the age of 18 have adult asthma (compared to just 5.4% of men).
80% of people with osteoporosis are female.
We can’t talk about increasing women in the workforce and the C-suite without talking about health.
Though benefits that apply universally can help engage all employees, evidence suggests that programs targeting women’s unique needs can have a powerful impact on gender diversity in the workforce.
To date, however, studies find a lack of progress in addressing the holistic and unique caregiving, health and financial wellness needs of women — which, candidly, was a disappointment in our latest research.
"Only 9% of organizations track financial wellness by gender, and just 8% monitor savings and deferral and investment rates by gender."
Just 23% of organizations have conducted analyses to identify healthcare needs for late-career workers, 25% track gender-specific health needs, and 31% gather information on employees’ caregiving needs and obligations.
Globally, only 9% of organizations track financial wellness by gender, and just 8% monitor savings and deferral and investment rates by gender.
The WHAM Report shows clearly that small investments in women’s health will have clear benefits for our workforce.
Adding just $26 million for women’s health research in just two areas, coronary artery disease and rheumatoid arthritis will add back 43,000 years of full-time employment to our workforce, adding $960 million to our economy just through increased workforce productivity for patients and caregivers.