Insight
Bridging the gender health gap: Empowering women’s health in the workplace
By Swati Matta, Head of Women’s Health at Dialogue

The gender health gap is a challenge that employers can no longer afford to ignore.
When you consider that there are over 16 million women in employment in the UK, employers, insurers, and society addressing the unique health needs of women is not just a matter of health equity—it’s a critical factor in fostering productivity, retention, and overall workplace wellness.
Cultural shifts are needed to remove often outdated stigmas around prioritising health and wellbeing over being ‘seen’ at the desk.
According to reports, 42 per cent of women have been subjected to negative remarks regarding their health, particularly comments criticising their work ethic, capability, or the necessity of taking sick leave.
Even more concerning, nearly half of the women surveyed were hesitant to discuss their health issues with their managers, fearing repercussions or misunderstanding.
These figures highlight the need to raise awareness and reduce stigma around women’s health in the workplace.
A recent client survey conducted by Dialogue, global health engagement platform, found that women’s health and well-being is in fact the number one pain point employers are looking to address.
While this was undertaken with Canadian clients, we can see similarities with the findings in the UK.
By not prioritising the essential needs of the health of all women, and therefore not being able to retain women in the workplace, we are seeing a detrimental impact on both individual organisations and the wider economy, as well as retention of top talent.
Providing educational resources can be a powerful tool to empower women, specifically to better understand potential health concerns, navigate within the healthcare system, and advocate for themselves during important life milestones.
Having access to evidence-based information, especially through preventative workplace wellbeing programmes, helps women learn more about their health on their own time, and equips them to make informed decisions about their health at every stage of their life.
Long-term, it can lead to earlier interventions and better health outcomes, reducing the impact of health issues on women’s careers and personal lives.
We need to recognise that there is disparity in research and access to care based on a variety of factors, including gender.
In the UK, research has found women’s health is under-researched, overlooked and often stigmatised, leading to the largest health gap out of the G20 countries and the 12th largest globally.
In addition, recent studies have shed light on a concerning trend: women experience significantly more of their lives (20 per cent) in poor health compared to men, leading to increased absenteeism and higher healthcare costs, greatly impacting both working women and workplaces.
Potential benefits of offering comprehensive women’s health solutions in the workplace, understanding their impact on employee wellbeing and retention.
As we move forward, employers must understand the impact of a gender health gap on their organisation.
In fact, by supporting the health and wellbeing of all women in the workplace, employers can play a crucial role in closing this gap.
At Dialogue, we’re actively working with employers and insurers to create more comprehensive health engagement solutions that help women take control of their health, from offering clinically validated educational resources to habit trackers, which help improve lifestyle and health engagement.
This can help them throughout their life from hormonal health to fertility and to menopause.
There is a definite shift in how we approach women’s health in the workplace.
Digital engagement solutions offer promising avenues for addressing the gender health gap, fostering healthier, more productive workplaces, and supporting women to thrive in their professional and personal lives.
As technology continues to evolve, so should the opportunities to create more inclusive, supportive, and health-conscious work environments for all employees.
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Report makes the case for an incentive change in health data

In a new report, “The Case for Incentive Change in Healthcare Data,” WHIS Lead Producer Poppy Howard-Wall explores why healthcare’s biggest data challenge may not be technical but economic.
Integrating learnings from Poppy’s conversations with senior leaders at the ViVE Summit, the report highlights how fragmented data and misaligned incentives continue to limit the industry’s ability to deliver truly longitudinal care.
Howard-Wall writes: “For the women’s health industry, where many conditions have historically been under-researched and longitudinal datasets remain incomplete, the consequences of fragmented data infrastructure are even more pronounced.
“Artificial intelligence promises to accelerate discovery, improve diagnosis and enable more proactive care. But its potential is inseparable from the data ecosystems that support it.
“In the absence of strong economic incentives for deeper integration, the question becomes how the industry is beginning to navigate this constraint and what signals are emerging about the future of healthcare data and AI in women’s health.”
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