A poll of 1,250 employed adults revealed stark differences in health concerns among women across various age groups, highlighting the necessity for age-specific employee benefits. According to research from GRiD, serious illnesses such as cancer or heart disease concern 21% of female baby-boomers, while only 5% of Gen Z women share these worries. Conversely, mental health struggles like stress and anxiety related to work peak earlier in life and in midlife, affecting 24% of Gen Z women but only 7% of baby-boomers. These findings underscore the importance of a nuanced approach to employee benefits, one that takes into account the evolving health challenges women face throughout their careers.
The research also points out that financial and home life stresses are more prominent for female millennials and Gen X women than for their Gen Z and baby-boomer counterparts. These differences suggest a clear correlation between age and varying health concerns, necessitating tailored support from employers. Katharine Moxham, a spokesperson for GRiD, highlighted that women often receive lower-value benefits than men due to the gender pay gap and urged employers to address this disparity. Moxham emphasized the importance of ensuring that women utilize available benefits consistently throughout their careers, which could contribute to closing the gender gap in workplace support.
The Importance of Age-Specific Benefits
To effectively address women’s health needs, employers must recognize that a one-size-fits-all approach is inadequate, as evidenced by the stark differences in health concerns across generations. Financial stress, home life challenges, and physical health issues like chronic pain vary significantly based on age, making it crucial for employers to offer tailored support for each demographic. For instance, while Gen Z women might benefit more from mental health support and stress management programs, baby-boomer women might need comprehensive health screenings and chronic disease management options.
This approach is particularly relevant as research indicates significant disparities in how health concerns are prioritized among different age groups. For female millennials and Gen X women, financial stress and home life challenges are more pressing, whereas these concerns are less prominent for their younger and older counterparts. Employers must use this data to develop benefit packages that cater to the unique needs of each age group, helping alleviate stress and improve overall well-being. In doing so, businesses can create a more supportive and equitable workplace environment, ultimately promoting better health outcomes for women throughout their careers.
Addressing the Gender Pain Gap
The issue of the “gender pain gap,” particularly concerning musculoskeletal (MSK) conditions like arthritis, further underscores the need for tailored benefits. Versus Arthritis’ State of Musculoskeletal Health 2024 report reveals that 38% of women experience chronic pain compared to 30% of men. Despite this, women’s pain is often dismissed or ignored, leading to delayed diagnoses and poorer outcomes. The Nurofen Gender Pain Gap Index Report supports these findings, showing that 81% of women aged 18 to 24 feel their pain is dismissed, compared to 73% of men in the same age group.
Professor Lucy Donaldson of Versus Arthritis noted that women’s voices are often unheard, resulting in delays in diagnosis and treatment, which exacerbates health issues. This dismissal of women’s pain not only undermines their health but also highlights systemic flaws in healthcare and workplace support. Employers have a pivotal role in bridging this gap by providing comprehensive support tailored to women’s specific health conditions. This includes ensuring prompt access to medical care, offering pain management programs, and fostering a workplace culture that takes women’s pain seriously and addresses it promptly and effectively.
Bridging the Benefit Disparity
The research by GRiD and the reports from Versus Arthritis suggest that to effectively support women’s health needs, equal access to high-value benefits is imperative. Katharine Moxham’s call for employers to address the gender disparity in benefits highlights a crucial area for improvement. Ensuring that women can fully utilize available benefits throughout their careers requires concerted efforts from employers to recognize and eliminate barriers, such as the gender pay gap, that prevent equitable access to these resources.
Employers should strive to offer benefit programs that cover a wide range of health concerns, from physical ailments and chronic diseases to mental health support and stress management. By doing so, they can create an atmosphere where women feel supported and valued, leading to improved health outcomes and greater workplace equity. The goal is not just to provide equal benefits but also to tailor these benefits to meet the unique needs women face at different stages of their careers. This comprehensive approach can significantly enhance women’s overall well-being and productivity, ultimately benefiting both employees and employers.
Creating a Supportive Workplace Culture
A survey of 1,250 employed adults revealed significant differences in health concerns among women of various age groups, underscoring the need for age-specific employee benefits. According to GRiD’s research, serious illnesses like cancer or heart disease concern 21% of female baby-boomers, whereas only 5% of Gen Z women have these worries. On the other hand, mental health issues such as work-related stress and anxiety peak earlier, affecting 24% of Gen Z women but only 7% of baby-boomers. These results highlight the importance of an employee benefits strategy that addresses the evolving health challenges women encounter throughout their careers.
The study also shows that financial and home life stresses are more significant for female millennials and Gen X women compared to their Gen Z and baby-boomer counterparts. This correlation between age and health concerns emphasizes the need for targeted support from employers. Katharine Moxham, a spokesperson for GRiD, noted that due to the gender pay gap, women often receive lower-value benefits than men. She urged employers to rectify this disparity and ensure that women consistently utilize available benefits throughout their careers, aiding in closing the gender gap in workplace support.