From menopause to menstruation, fertility to postpartum recovery, women's health is not a “personal issue” to be left at the door of the workplace. It’s a business issue — and the numbers are finally catching up.

According to the McKinsey Health Institute’s 2024 report Closing the women’s health gap: A $1 trillion opportunity to improve lives and economies, investing in women’s health could deliver up to $1 trillion in economic growth annually by 2040. At the same time, McKinsey’s Women in the Workplace 2024 report, published in January 2024, reveals how workplaces continue to fall short in supporting women’s health, career development, and well-being.

The message is clear: supporting women’s health in the workplace is not just the right thing to do — it’s one of the smartest economic moves a company can make.

The Cost of Doing Nothing

McKinsey’s 2024 report lays out a startling truth: women spend 25% more time in poor health than men over their lifetimes, largely due to conditions that are underdiagnosed, underfunded, and stigmatized—such as endometriosis, perimenopause, or postpartum depression. This gap not only leads to unnecessary suffering, but also costs companies billions in lost productivity, absenteeism, and talent attrition.

Women are more likely than men to scale back their careers due to health reasons, and they often feel unsupported at work when experiencing hormonal shifts, fertility challenges, or pregnancy complications. Yet, these issues are rarely accounted for in workplace wellness strategies.

The $1 Trillion Opportunity

The McKinsey Health Institute estimates that closing the women’s health gap could unlock $1 trillion annually by 2040, stemming from increased productivity, reduced healthcare costs, and improved participation in the labor force.

Where do those gains come from?

• Higher labor force participation: When women are healthier, they are more likely to remain employed and work at full capacity.
• Fewer career interruptions: Addressing maternal health, menopause symptoms, and menstrual pain reduces time off and career detours.
• Better management of chronic conditions: Investing in earlier diagnosis and better care pathways for women’s conditions can improve both health and performance.

This is not just about health benefits—it’s about economic empowerment, gender equality, and unlocking untapped potential.

What the 2024 Women in the Workplace Report Adds

McKinsey’s Women in the Workplace 2024 report adds more fuel to this fire. Among its findings:

• One in three women report being burned out, a rate higher than men — and this is even more pronounced among women with caregiving responsibilities.
• Nearly 60% of women experience microaggressions related to their gender, including assumptions about their abilities or commitment due to parenthood.
• Women are less likely to receive the flexibility or health accommodations they need, particularly during major life transitions like pregnancy or menopause.

And perhaps most critically, the report shows that companies that invest in women’s advancement, health, and well-being are significantly more likely to retain talent, enjoy higher employee satisfaction, and perform better financially.

So What Can Companies Do?

1. Normalize Women’s Health Conversations

Create space for open dialogue around topics like menstrual health, miscarriage, menopause, and mental health without stigma. Leadership buy-in is key.

2. Offer Targeted Benefits

Go beyond general wellness packages. Offer:

• Menstrual leave policies
• Postpartum support and lactation resources
• Menopause-specific health programs
• Fertility and IVF benefits

3. Train Managers

Equip leaders to understand the unique health experiences of women and respond with empathy, flexibility, and appropriate support.

4. Measure the Impact

Track absenteeism, retention, and employee well-being alongside traditional performance metrics. Women’s health is a productivity issue—measure it like one.

5. Listen to Your Team

Use anonymous surveys and listening sessions to understand what women need and where current policies fall short.

6. Partner With Women’s Health Experts

Bring in expert partners (like Mamamoon!) to design relevant programs and deliver educational sessions tailored to your employee demographics.

A Culture Shift Worth Leading

Supporting women’s health at work is not a niche wellness initiative. It’s a leadership issue. It’s a financial issue. It’s a strategic priority.

As the McKinsey Health Institute puts it: “Women’s health is an investment, not a cost.”

If companies want to attract, retain, and empower top talent — especially as women make up an increasing share of the educated workforce—they must take this seriously.

Because the future of work is not just about tech and transformation. It’s also about closing the gender health gap — and finally designing workplaces that work for women.

Sources:

• Closing the women's health gap: A $1 trillion opportunity to improve lives and economies (McKinsey Health Institute, January 2024)
• Women in the Workplace 2024 (McKinsey & Lean In, January 2024)
  

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