Are Your Benefits Designed to Meaningfully Support Women?

Many organizations believe their benefits support women. But coverage on paper isn’t the same as meaningful support.

Use the self-assessment below as a quick check: are your benefits proactive, or are there gaps?

Are Your Benefits Designed to Meaningfully Support Women?

Most organizations believe they support women, and many point to their benefits package as proof. But support isn’t defined by intention, and coverage on paper isn’t the same as meaningful impact.

Benefits design sends a powerful signal about who your company is built for and who it isn’t. Competitive benefits aren’t just about attracting talent; they shape retention, progression, and long-term financial security.

While many employers offer standard health coverage, fewer have examined whether their plans truly support women across different life stages, from fertility and family-building to caregiving, mid-career advancement, and menopause.

Below is a self-assessment that can help provide a gut check on what’s happening at your organization: Are you being proactive, or are there areas for improvement?