Women’s health is critical to workforce well-being, productivity, and long-term organizational performance — yet it remains one of the most overlooked drivers of cost and disability in employer health plans. Women spend more years in poor health than men, face higher rates of chronic and autoimmune conditions, and often shoulder disproportionate caregiving responsibilities. These realities translate into higher claims, more missed workdays, and avoidable turnover.
In our October Health Risk Management webinar, Brenda Navin, Founder and CEO of Launch My Health, explored why women’s health must become a strategic priority for employers — particularly those in group captives — and how organizations can take meaningful action. The discussion shed light on the long-term impacts of underdiagnosis, the realities of workplace stigma, and the employer-led strategies that support women and strengthen organizational culture.
The conditions most commonly affecting women — cardiovascular disease, cancer, pregnancy-related complications, menopause, autoimmune disease, migraines, osteoporosis, anxiety, and depression — are more than medical concerns; they are workplace concerns.
Many women struggle silently. According to Navin, nearly half say menopause symptoms negatively affect their work, yet most would not disclose the reason for missed time. Women ages 45–64 also experience significantly higher healthcare costs, primarily driven by autoimmune and metabolic conditions. Conditions like polycystic ovary syndrome (PCOS), endometriosis, and postpartum mood disorders can disrupt attendance, productivity, and even career progression — yet they frequently remain unaddressed or misunderstood.
According to the American Heart Association, cardiovascular disease is the number one killer of women and affects nearly half of women age 20 and older. Heart health isn’t only a long-term concern — it directly influences pregnancy outcomes. Less than half of women enter pregnancy in good cardiovascular health, raising the risk of hypertension, gestational diabetes, preeclampsia, and complications later in life.
At the same time, stark disparities persist. American Indian, Alaska Native, and Black women are significantly more likely to experience pregnancy-related death, and most such deaths are preventable. Postpartum mood disorders affect one in eight women and are associated with substantially higher healthcare costs. These realities make maternal health — not just maternity benefits — a key strategic area for employers to address.
While women tend to live longer, they also spend more years in poor health due to higher rates of autoimmune disease, musculoskeletal issues, long COVID, migraines, gynecologic conditions, mental health challenges, and dementia. These conditions create ripple effects across the workplace, contributing to absenteeism, short- and long-term disability claims, and early exits from the workforce.
Biology matters — women respond differently to treatments.
Navin emphasized that women are not simply smaller versions of men. Their hormonal and metabolic responses differ — even in routine situations, such as dieting. For instance, strict ketogenic diets can disrupt hormones, slow metabolism, and cause unexpected weight gain in women, while men often see rapid results. This example illustrates why one-size-fits-all wellness programs frequently fail and why sex-specific solutions can lead to better outcomes.
Employers play a pivotal role in creating healthier environments.
Navin shared a simple framework — the 3 R’s — to guide employers in building a more supportive ecosystem for women:
The transition from understanding women’s health challenges to taking concrete action is where employers can make the most significant difference. Amkor Technology, a captive member employer, provided a compelling example of this, demonstrating how they fostered a strong culture of prevention and care through innovative, high-touch initiatives. Their annual Wellness Expos, which started modestly, evolved into impactful onsite events featuring mammography screenings, skin cancer checks, DEXA scans, heart health assessments, and more.
Over the years, these screenings have uncovered multiple early-stage cancers, osteoporosis in younger employees, and even late-stage conditions that might otherwise have gone undetected. These findings not only improved outcomes but also strengthened trust between employees and leadership.
Amkor also expanded its support by offering access to a virtual mental health platform with 24/7 coaching at no cost to employees and their dependents. Utilization increased among women, spouses, and even teenagers — demonstrating how family-focused benefits contribute to a healthier workplace overall.
The collaborative structure of Medical Stop Loss (MSL) group captives creates a decisive advantage: shared data, shared learning, and shared investment. Employers can work together to:
When women’s health becomes an organizational priority, outcomes improve, costs decline, and employees feel seen, supported, and valued.
Before being featured in the October Health Risk Management webinar, Brenda Navin joined the inaugural episode of Captivating Health Insights, where she explored the promise and pitfalls of GLP-1 medications and why long-term success requires lifestyle support and personalized coaching. Listen here on YouTube or subscribe on your favorite platforms, including YouTube, Apple, Spotify, and Amazon Music.
This presentation was part of Captive Resources’ Medical Stop Loss (MSL) Webinar Series — regular installments of webinars to educate MSL group captive members. The thoughts and opinions expressed in these webinars are those of the presenters and do not necessarily reflect Captive Resources’ positions on any of the above topics.
