A Progyny-Dynata survey of 1,202 women and 252 benefits decision-makers at large US companies reveals a stark disconnect between employer perceptions and employee experiences regarding women’s health benefits. While 81% of HR leaders believe their companies prioritize women’s health and wellbeing, only 52% of female employees agree that their benefits make healthcare affordable. This disparity highlights a growing challenge for employers seeking to attract and retain talent in a competitive market.
The core issue appears to be a misalignment of priorities. While employers focus on offering a broad range of benefits, employees prioritize access to specialized care, clear navigation, and personalized support across key life stages like fertility, pregnancy, and menopause. The survey found significant gaps in perceived employer support for menopause management, with 83% of women rating such benefits as important, yet only 12% feeling their employer delivers adequately. This disconnect is further underscored by the finding that nearly one-quarter of women abandoned a benefit due to complexity in understanding or accessing it.
This widening gap reflects the evolving landscape of employee expectations, particularly among younger generations. With women increasingly prioritizing comprehensive healthcare coverage, traditional benefit packages are proving insufficient. Employers are recognizing this shift, with 69% of benefit managers acknowledging the crucial role of women’s health benefits in talent acquisition and retention strategies. However, many struggle to translate intent into effective programs, lacking dedicated resources and often relying on fragmented, difficult-to-navigate offerings.
The survey’s emphasis on the need for centralized support, endorsed by 83% of women and 88% of employers, underscores the potential for integrated platforms to streamline access and improve the employee experience. Progyny positions itself as a solution provider in this space, advocating for unified benefits that address the continuum of women’s healthcare needs. The company argues that such an approach can improve outcomes, control costs, and enhance employee satisfaction.
The implications of these findings extend beyond individual companies. As the demand for comprehensive women’s health benefits grows, employers face increasing pressure to adapt or risk losing top talent. The movement towards integrated, personalized solutions represents a potential inflection point in the evolution of workplace benefits. Moving forward, it will be critical to observe how employers respond to this evolving landscape and whether they can effectively bridge the gap between stated intentions and employee expectations. The success of such initiatives will likely depend on factors like investment in dedicated resources, platform integration, and ongoing evaluation of benefit effectiveness. Further research is needed to determine the long-term impact of these trends on employee retention, healthcare costs, and overall workforce wellbeing.
Jon Napitupulu is Director of Media Relations at The Clinical Trial Vanguard. Jon, a computer data scientist, focuses on the latest clinical trial industry news and trends.
