Timely and accessible gender-inclusive benefits have become a competitive advantage for employers, especially given the health gap in the medical system. “We have to jump through all of these hoops. Women have to get prior authorizations. They must get several letters before getting an MRI for breast cancer screening. It’s unfair that men can get everything and get assistance quickly,” said Barb Dehn. Dehn, VP of menopause and women’s health services at Peppy Health, discussed the challenges that women face with addressing their health issues during From Day One’s July virtual conference.

Peppy provides a platform specializing in gender-specific healthcare services such as menopause, endometriosis, erectile dysfunction, gender-affirming care and much more. Its reach is 280 businesses and over 1 million employees.

Ken Mitchell, VP of men’s health services at Peppy Health, joined Dehn in the thought leadership spotlight session, highlighting spots where men might struggle finding health support and care. He discussed the challenges men face with getting treated for erectile dysfunction since it can be developed as an effect of various diseases and illnesses. ‘’Somebody who undergoes treatment for prostate cancer may develop erectile dysfunction, not realizing they had it before undergoing treatment,’’ said Mitchell. 

Gender Neutral Health Issues

Dehn discussed health benefits not being embraced as gender-inclusive if menopause and chronic pelvic pain are adopted as women’s health issues. “Ken and I both recognize that not everyone who has [gendered] health concerns identifies as a woman or a man,” said Dehn. Dehn emphasized that menopause and chronic pelvic pain must be embraced as a “human problem” by employers presenting employee health benefits as gender-inclusive. Employers must also provide cost-effective health benefits in treating menopause and chronic pelvic pain. Dehn indicated that healthcare providers only receive an hour of training on menopause, which results in patients receiving sub-standard care.  It can take as long as seven years to treat menopause due to its various stages and side effects.

Anyone can experience chronic pelvic pain. The condition has many causes, including endometriosis and irritable bowel syndrome. Discomfort with such pain can result in absenteeism at work. People who are suffering don’t always explain that their absence at work is due to the condition and the challenges that come with it.

The LGBTQ+ community experiences struggles with menopause and chronic pelvic pain, which is recognized through services offered by Peppy Health LGBTQ+ support. Peppy Health recognizes that current health solutions offered by other healthcare providers do not adequately address the specific needs of the LGBTQ+ community. Individuals within the community have been historically neglected both in the workplace and by medical professionals. According to research by Peppy Health, 1 in 8 LGBTQ+ Americans now live in states where doctors, nurses, and other healthcare professionals can legally refuse to treat them. And approximately 80% of medical students don’t feel fully competent in treating LGBTQ+ patients.

Mental Well-Being 

Dehn and Mitchell discussed how employees and employers forget the correlation between mental well-being and productivity. Dehn explains how the average employee does not feel comfortable talking about their health issues at work, stating, “This is not a workplace issue.’’ She refers to a typical workplace situation where employees are uncomfortable sharing why they go to the restrooms frequently. It’s probably due to a condition that can be treated through their health benefits, but they won’t find out if they don’t confide in healthcare providers that can recommend solutions.

Mitchell discussed his strategy for establishing comfortable communication with his patients with erectile dysfunction, recognizing men’s struggle with vulnerability. “My job is to help you get a healthy erection. What you do with it is none of my business.’’ Mitchell takes this light-hearted approach when discussing the challenges of erectile dysfunction with his patients, recognizing that it has a personal and professional impact on them. He also uses visual presentations to help patients understand why they should consider looking into all underlying conditions that can cause erectile dysfunction. 

Employee Satisfaction and Retention Strategies 

Employers need to embrace gender-inclusive health benefits as employee satisfaction and retention strategies. It reduces costs in employee turnover. 

Studies by McKinsey & Co. reveal that employees seek a sense of belonging in the workplace beyond financial compensation. They will go as far as leaving their employers to seek such satisfaction elsewhere. Employers provide a sense of belonging by offering equitable access to gender-inclusive health benefits. Employees who are satisfied with their access to gender-inclusive health benefits feel a greater sense of belonging. They feel they have all the tools needed to get their jobs done.    

Dehn shared what employers should consider when offering gender-inclusive health benefits. Gender-inclusive health benefits fill the gaps to address health issues more holistically than traditional health insurance. She mentioned that employers must deeply dive into their health benefits to determine what’s covered and not covered to ensure employees can obtain baseline primary care that does not fall under a one size fits all model.

Editor’s note: From Day One thanks our partner, Peppy Health, for sponsoring this thought leadership spotlight. 

Linda Devonish-Mills is a freelance writer and diversity, equity, and inclusion consultant based in Teaneck, New Jersey. Her articles have been published by Thrive Global, a Huffington Post publication, Cowen Partners, an executive search firm, and Hunt Scanlon Media.