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In the modern workplace, dedicated months like March serve as beacons for spotlighting crucial issues. International Women's Day and Women's History Month stir conversations about the strides in gender equality, inclusivity, and the importance of addressing women's health. Yet, the conversation must extend beyond these moments. It must become ingrained in company culture and communication, and it requires action on two fronts:

  • More intentionally working to identify the employee benefits organizations offer that are specific to women's health
  • Regularly communicating to employees about those health concerns and the benefits and other support available to deal with them

You might think this is a good strategy because it's "the right thing to do" or because it's "socially responsible." And, you'd be right. After all, despite strides toward workplace equality, gaps remain in the awareness and utilization of women's health benefits. It's not uncommon for employees to be uninformed about the specifics of their benefits package, especially when it relates to women's health needs.

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