Women are an important part of today’s diverse workforces. With the median age of working women rising, many are choosing to start families later in life. This shift, coupled with menopause-related challenges, makes reproductive health a pressing concern that affects women’s performance and wellbeing.
How can organisations implement effective strategies to support their female employees through this shift? In this discussion, Pheona Chua, Regional Associate Director, Corporate Health and Wellbeing, Asia Pacific, WTW, and Dr. Dawn Soo, Medical Director, Cigna Healthcare, Asia and the Middle East, share valuable insights and strategies around fostering a healthier and more productive work environment for women.
Q: Pheona Chua: What does a woman’s journey through fertility treatment involve, and what are some common struggles (emotional and biological) she may experience along the way?
A: Dr. Dawn Soo: Fertility treatment can involve both partners, though women typically undergo more extensive medical procedures. Initial steps usually include various tests and imaging to evaluate reproductive health, which can be invasive. Unfortunately, around 30% to 40% of couples may not receive a clear explanation for their infertility.
For those aiming to conceive, options like intrauterine insemination (IUI) or in vitro fertilisation (IVF) may be considered. IUI is less intensive, involving hormonal medication to prepare the uterus, while IVF requires daily hormone shots and frequent monitoring. The physical side effects can be challenging, and the emotional strain is considerable, especially if couples face multiple treatment cycles. Many women choose to keep their treatment private from employers, often using annual leave instead of revealing their situation. The fertility journey is hard on the body and mind. It’s important for workplaces to recognise and help employees deal with these challenges.
Q: Pheona Chua: Even after a successful embryo transfer during IVF, there can still be side effects. How long does it typically take for someone to return to their normal daily routine after the procedure?
A: Dr. Dawn Soo: After the embryo is transferred, side effects of medication usually go away. But women must keep taking medication to improve the success rate of the implantation. The two-week wait to confirm the procedure’s success can be extremely stressful. Couples grapple with physical and emotional challenges, along with financial strains, as IVF can cost between $10,000 and $25,000 per cycle in the private sector. Success rates vary significantly by age, with around 55% for women under 35, dropping to just under 7% for those over 40, underscoring the substantial effort involved.
Q: Pheona Chua: From an insurance policy coverage perspective, what are some key considerations for employers to better support women undergoing fertility treatments? How can insurers play a crucial role in enhancing these offerings?
A: Dr. Dawn Soo: Employers should be aware that fertility treatments are expensive and excluded from most insurance policies. Exploring options to remove these exclusions is crucial to attracting and retaining female talent, for many of whom family planning is an important life milestone. Employers should also consider coverage of other aspects of women’s health including maternity and menopausal health.
A first step towards expanding coverage for women’s health can be a discussion between the insurer and employer, to evaluate what options are available and the associated costs.
It’s vital for employers to start conversations about these benefits, as they can positively impact many employees and create a more supportive workplace. As implementation proceeds, plans can be refined based on usage over time, so the coverage remains financially sustainable for the employer.
Q: Pheona Chua: In addition to removing exclusions from insurance policies, what other strategies can employers consider to better support women in the workplace? Our latest Wellbeing Diagnostic Survey reveals that employers are taking proactive steps by offering flexible work arrangements, extended parental and caregiver leave beyond legal requirements, and designated paid time off for mental health. Are there any emerging market trends in addressing women’s overall health and wellbeing?
A: Dr. Dawn Soo: Employers can consider additional benefits and leave policies alongside insurance coverage. Flexible working is highly sought after by women, given their significant role in household responsibilities. Without flexibility, other benefits may not be effective, as many women leave the workforce post-childbirth due to work/life balance challenges.
Comprehensive healthcare access — including fertility, maternity and hormonal health — is crucial. Specialised coaching and women's support networks can foster a supportive environment. Visible role models help younger women see career success while managing personal responsibilities. Building an inclusive culture is vital for retention and career growth.
Q: Pheona Chua: Practical tactics such as adjusting lighting and temperature in the workplace can help women alleviate some discomfort experienced during menopause. What are some other simple and effective ways employers can support women going through menopause?
A: Dr. Dawn Soo: Adjusting the temperature of the air conditioning in the office environment, raising awareness of symptoms of menopause as well as encouraging senior female leaders to talk openly about their own experiences will go a long way towards destigmatising the condition.
Q: Pheona Chua: Menopause typically occurs around the age of 50, and perimenopause can begin eight to ten years earlier. Is it true that certain lifestyle factors can trigger perimenopause at an earlier age, or is it purely genetic?
A: Dr. Dawn Soo: Perimenopause is influenced by both lifestyle and genetics. Choices like smoking and excessive drinking can intensify symptoms, which usually start eight to ten years before menopause. Workplace environmental adjustments can certainly help alleviate some of the discomfort. Genetics may also trigger early menopause, starting in the thirties. Unfortunately, these topics are rarely discussed at work.
Q: Pheona Chua: Women in menopause face a higher risk of heart disease and are more susceptible to osteoporosis due to declining oestrogen levels. Given this, it seems crucial for employers to implement targeted programmes to address these health concerns effectively. What specific strategies can employers adopt to support women during this transition?
A: Dr. Dawn Soo: We recommend employers invest in tailored health packages that address age-specific needs. While many organisations allocate substantial resources to health screenings, these benefits often go underutilised. For women experiencing premature menopause, offering targeted tests earlier than usual can make a significant difference. This proactive strategy enhances benefits usage and enables early risk identification, leading to more effective health management.
“We recommend employers invest in tailored health packages that address age-specific needs. While many organisations allocate substantial resources to health screenings, these benefits often go underutilised.”
Dr. Dawn Soo | Medical Director, Cigna Healthcare, Asia and the Middle East
Q: Pheona Chua: Many companies are now offering digital navigation support that aids decision making more effectively. This includes a wide range of family-forming services, such as fertility, birth control, pregnancy, postpartum support, adoption, surrogacy, menopause and parenting. How does cultural analysis help employers support their employees, particularly in markets where comprehensive family-forming resources may not be readily available?
A: Dr. Dawn Soo: Understanding cultural nuances is essential for employers. It helps them recognise the unique needs of employees in different markets, especially when it comes to accessing information and resources for family planning. In Asia, this can be challenging due to the diverse markets and varying levels of healthcare infrastructure. In countries with well-developed healthcare systems like Singapore, Hong Kong and Thailand, employees usually have access to many providers and experts. However, in areas where expertise is limited, it’s crucial to provide the right support for accessing care. This can be done virtually, which is becoming more common, or by helping employees travel to centres of excellence for specialised care. Ensuring that employees get the right support, whether virtually or through travel, helps them make the most of the benefits and achieve positive outcomes.
Employers need to be sensitive and establish a culture that is supportive of female employees during their fertility and menopausal journey. In regions with well-established healthcare systems, access to specialists is key; elsewhere, telehealth and virtual tools are vital. Initiatives such as confidential counselling, workshops and flexible work arrangements can help address cultural taboos on menopause. With this blueprint, employers will not only foster a more inclusive workplace for their female population, but also enhance employee wellbeing through better care and support.
