Understanding The Role Of Corporate Health Benefits In Improving The Health Status Of Women In India

Over the last few decades, women have made historic progress in attaining gender equality. The number of women joining the workforce has gone up, women have become more prominent in the political arena, and the female literacy rate has also improved significantly. But this begs the question, have women finally attained gender equality in all aspects?

After much introspection and probing, we found that women’s healthcare access all over the world remains a significant challenge. When it comes to healthcare, women have historically faced challenges in accessing healthcare services the same way as their male counterparts. Even today, a critical health equity gap remains one of the most pressing concerns. Women’s health in India is often hindered by cultural norms and limited autonomy, exacerbating the disparities. From tackling taboos around menstrual and sexual health to not having financial freedom, women from rural and urban India struggle alike while striving for their physical and mental well-being.

Women’s Health In India: Some Hard-Hitting Facts

According to a joint study conducted by AIIMS and Harvard University, only 37% of women had access to healthcare compared to 67% of men. Another report finds that India has a Maternal Mortality Ratio (MMR) of 113, which is much higher than the target of 70 set by the United Nations Sustainable Development Goals (UNSDG). This accounts for 15% of the world’s maternal deaths. This disparity exists in almost every touchpoint of the healthcare system, be it clinical trials, drug research, or diagnosis. According to reports from the CDC, nearly 70% of chronic pain sufferers are women. However, 80% of these pain studies are conducted on either male mice or men.

Furthermore, the health equity gap has critical economic implications in addition to social implications. According to a study by the McKinsey Health Institute and the World Economic Forum (WEF), closing the women’s health gap could boost the global economy by $1 trillion annually by 2040. 

Read on as we explore the challenges women face while accessing healthcare and make a strong case for why the role of HR and business leaders is crucial in shaping workplaces to support women’s health and equity.

Challenges Women Face In Getting Access To Quality Healthcare

Women in India do not have the same access to healthcare as most men do, due to causes primarily attributed to cultural, social, and economic barriers associated with their gender. Some of the most pervasive challenges that women face across all social and class strata are:

1. Financial Dependence

According to a survey conducted by IndiaLends, 67% of women are dependent on a male family member to make financial decisions. And for the ones who do have financial independence, they struggle with the high healthcare costs for treatments related to reproductive health, infertility, and gynecological conditions, preventing many from seeking care. They also face disparities in availing health insurance, as the sum insured and coverage for women is lower, further increasing their reliance on a male member to cover high medical costs.

Financial independence for women is not just a moral imperative. It also bolsters their economic status and improves their access to medical care.

2. Lack Of Quality Care

As mentioned earlier, women are often underrepresented in clinical and drug research. This leads to a lack of knowledge among the healthcare providers, affecting their ability to effectively diagnose and prescribe treatment. This can also be substantiated by the fact that women tend to be diagnosed later than men for certain illnesses, causing them 50% more likely to suffer from severe side effects of medication.

Additionally, women are more likely to suffer from certain mental conditions like depression, anxiety, and postpartum disorders. However, there is a far greater stigma and misrepresentation than there is actual care and support to their avail. Aside from the physical and mental healthcare gaps, another boulder that women have to cross is the lack of trauma care. A significant number of women in India suffer from injuries (both physical and psychological) caused by domestic violence. There are no specific clauses or health insurance inclusions of critical care or mental support for victims of domestic violence.

3. Lack Of Awareness

Women in India are often subjected to taboos and stigmas when it comes to their health and menstrual hygiene. This makes it extremely difficult for them to openly discuss and seek timely medical interventions. Their limited knowledge affects their ability to make informed medical decisions. Women, specially in rural areas, lack awareness of their health rights and government schemes, making it more difficult for them to access medical care.

The bridge between women and their access to healthcare is made up of these socio-economic barriers. Businesses have the means and opportunity to make this gap smaller by providing health and wellness benefits that are more inclusive. This is a huge opportunity for employers to make a real difference and help their female employees thrive at work.

5 Critical Health Issues That Working Women Face

1. Menstrual Issues

According to various findings, more than 70% of women in India suffer from menstrual disorders, such as — premenstrual syndrome (PMS), dysmenorrhea (painful periods), and polycystic ovary syndrome (PCOS). These disorders tend to significantly impact quality of life, causing pain, fatigue, and disruptions to daily activities. These disorders can also lead to various other critical health complications that can also be life-threatening.

“According to a study published by British Medical Journal, women lose 9 days of productivity every year due to period pain.”

2. Fertility Issues

Infertility in India is a growing concern, with data suggesting that almost 10-15% of couples struggle with infertility. However, the consequences of this are profound on women, often resulting in heavy emotional distress, anxiety, isolation, and depression. Infertility in women can be caused by various medical conditions, including irregular ovulation, blockages in the fallopian tubes, and abnormalities of the uterus (e.g., fibroids, endometriosis). Employees in India are increasingly looking for fertility benefits at work, specially as the infertility rates begin to rise.

Employers like Tata Group, Zomato, Accenture, and Flipkart have already introduced fertility benefits as part of their corporate health plans. More Indian employers are considering incorporating fertility treatment into their employee benefits package to meet the growing demand. However, these benefits need to include both mental support and clinical healthcare to ensure a more holistic coverage that helps working women navigate their family planning needs while managing their jobs.

3. Mental Health Issues

Even though mental health issues are not specific to just women, they are more likely to suffer from mental health disorders like stress, anxiety, and depression than men. Women are more prone to these disorders due to biological, social, and economic factors. Mental health issues are often underreported and stigmatised, making it difficult for women to seek help and treatment.

Lack of financial independence and poor access to mental health care also prevent women from seeking help for mental health issues. A supportive work environment can improve the confidence and social functioning of people struggling with mental health conditions and can further contribute to recovery and inclusion. An inclusive work environment is a fundamental right and more likely to reduce workplace tension and conflicts, improve productivity, and increase employee retention.

4. Cancer

A rapid increase in the cases of cancer in India has made it a major public health concern. It is a leading cause of death in India and more prevalent among women in the form of ovarian cancer, breast cancer, and cervical cancer. According to a report released in 2022, 7.2 lakh women were diagnosed with cancer as opposed to 6.9 lakh men.

Due to social and cultural stigma, women tend to suppress or ignore their symptoms until the situation becomes critical. This is also why incidences of lifestyle-related cancer are much higher in women than in men. It is estimated that 35–50% of cancer cases worldwide can be prevented by controlling the risk factors. There is a need for more awareness, affordable screenings, and preventive care to combat the prevalence of cancer among women.

Recommended Read: The 3 Way Route To Cope With Breast Cancer

5. Autoimmune Diseases

Autoimmune diseases occur when the immune system mistakenly attacks the body’s own cells. Diseases like arthritis, diabetes, thyroid, lupus, etc., are twice as likely to be present among women than men. Late diagnosis, lack of awareness, poor lifestyle management, and hormonal imbalance are some of the factors that put women at high risk for such ailments. Early intervention, preventive care, and lifestyle changes can significantly reduce instances of such diseases in women.

Also Read: 5 Essential Preventive Health Check-Ups For Women

Why Do Women Need Employer Support In Effectively Managing Their Healthcare Needs?

When it comes to healthcare access and affordability, men have reported a higher psychological safety index than women. This is primarily because women face unique logistical and financial barriers while accessing healthcare. They also have higher healthcare expenditures and higher rates of morbidity.

And when it comes to health insurance, gender bias has a significant impact on women’s health. Here are some of the instances reflecting this inadequacy of the healthcare system in protecting women:

• Women tend to have lower health coverage as they are often not the primary policyholder or are part of family floater insurance that prioritises male members
• Most retail health insurance plans do not offer substantial coverage for fertility and maternity treatments
• Women have reported higher out-of-pocket medical expenses despite being covered under a health insurance policy
• Even most corporate health insurance plans lack adequate coverage or no specific inclusion for women-centric health issues

A holistic and inclusive health benefit program can not only help women get adequate healthcare, but it can also significantly reduce the health gap. In India, the labour force participation rate among women is 32.7%, a significant portion of the workforce that can bear a direct impact on productivity, absenteeism, attrition, and morale. These factors can rack up future costs to businesses. However, well-rounded employee benefits can yield an ROI of up to $6 for every dollar spent.

4 Key Inclusions Employers Can Make To Their Corporate Health Benefit

Employers can do more when it comes to designing employee benefits. Women face specific health challenges that are often overlooked by their workplace. By incorporating more inclusions and creating a health benefit program for women, employers can make a real difference and add more value.

Here are four ways employers can improve their health benefits for better inclusion:

1. Comprehensive Maternal & Reproductive Health Support

• Maternity & Postpartum Care: Offer extended paid maternity leaves (beyond 6 months). Offer postpartum mental health support & lactation rooms.
• Fertility Benefits: Cover IVF, egg freezing, and fertility counselling. Provide paid leave for fertility treatments.
• Menstrual & Menopause Support: Provide paid menstrual leave and flexible work policies. Host menopause awareness camps and hormone therapy coverage.
  

Read More: Maternity Leave In India 2025: Rules, Eligibility & Benefits

2. Mental Health & Stress Management Programs

• Mental Health Counselling: Offer complimentary therapy sessions & stress management workshops. Extend access to women-specific therapists for postpartum depression, trauma, and anxiety.
• Work-Life Balance Initiatives: Introduce flexible work hours & remote work options. Have specific “No Meeting Days” every week to reduce burnout.
• Gender Sensitisation & Anti-Harassment Support: Ensure stronger anti-harassment policies & mental health support for survivors in the workplace.

3. Preventive & Specialized Healthcare Coverage

• Cancer Screenings & Preventive Care: Give free mammograms, pap smears, and HPV vaccinations. Annual thyroid, bone density, and heart health checkups.
• Women-Focused Wellness Plans: Offer subsidised gym memberships, yoga, and nutrition counselling. Additionally, provide optional coverage for PCOS, endometriosis, and autoimmune diseases.

4. Financial & Career Growth Benefits for Women

• Insurance & Financial Wellness: Offer adequate health coverage for maternity and fertility treatments. Host special financial planning sessions for single mothers and caregivers.
• Leadership & Career Growth: Return-to-work programs for new mothers. Mentorship for women in leadership roles.

Summing It Up

More organisations are making inclusions to address the health gap. By offering holistic health benefits, these organisations are empowering women and making it easier for them to manage and access healthcare services. In the fast-evolving healthcare landscape, the way businesses offer healthcare benefits needs an agile approach. While paving the way for inclusion, employers also have the opportunity to integrate smart and customisable solutions.
By partnering with Onsurity, employers have the opportunity to become agile change-makers. Customising comprehensive health benefits is more than a moral imperative, and therefore, businesses need to partner with providers that can offer adaptive solutions. Having already served more than 8,000 businesses, Onsurity has the legacy and the expertise to help your business design the ideal health and wellness benefits.

Want to know more? Get in touch with us!