As doctors, it is very clear to us that the health of women in the United States is at stake. Compared to other high-income countries, women of reproductive age in the United States have the highest percentage of pregnancy-related deaths, preventable deaths, chronic health, and the need for mental health care.They are more likely to die during childbirth than their mothers, and the Supreme Court’s expected reversal Roe v. Wade Pregnancy-related deaths may increase further.
Even more amazing is inequality. Black women are three times more likely to die during pregnancy, regardless of education or income. Even if you have private health insurance, you will be burdened with medical expenses such as delays in long-term care due to expenses and high medical expenses.
These bad consequences have a negative impact on society and the workplace. When faced with the challenge of navigating work and family without adequate support, many women simply choose to leave the workforce. This reduction reduces diversity, loses talent, and reduces productivity. The Covid-19 pandemic only exacerbated these trends. Between 2020 and 2022, 1.1 million women left the workforce, accounting for 63% of the work lost during the pandemic. While many are gradually returning to the workforce, many, especially mothers, choose not to.
Employers can take action today to combat these challenges. Investing in women’s health results in a healthier population overall. Companies that provide comprehensive support for women’s health are highly productive, have a high retention rate for female employees, and most importantly, help improve their health.
Women’s health is a national priority
At the national level, the perception of these bad consequences in the United States has led to new efforts to improve them. In December 2021, the White House called for action to reduce maternal mortality and morbidity. This effort includes a $ 3 billion investment in maternal health, encourages the state to extend Medicaid’s postnatal coverage from 60 days to 12 months, and measures to improve maternal care. We have established a “childbirth-friendly” designation for the hospitals that take care of. The Centers for Disease Control and Prevention (CDC) is currently funding quality perinatal collaborators to convene a variety of stakeholders to improve the safety and patient centricity of midwifery care.National Institutes of Health — 27 individual laboratories are amazing No Includes those dedicated to women’s health — new funding for recently announced studies of improved maternal health examinations.
The private sector is not keeping up with these advances. Women make up more than half of the workforce nationwide, and most have health insurance through their employers. However, these plans often impose serious financial barriers to essential healthcare services.
Affordable care methods require private plans to cover many preventive services such as prenatal visits and mammograms, but genetic screening and prescription drugs during pregnancy, hospitalization for childbirth, and abnormalities. Other important services such as post-mammogram diagnostic tests are not covered. This is in stark contrast to the Medicaid program, where patients have to take very little money out of their pockets for these services. Unfortunately, these coverage gaps are often the most detrimental to low-income employees and employees of racial groups left out of society.
Employers are in a strong position to promote women’s health in the United States. There are several ways in which they can help women and in doing so ultimately create a healthy society.
1. We provide better health insurance.
Even among women who currently have private health insurance, 98% of new mothers in the United States pay thousands of dollars after childbirth as a result of their “low cost” and high deduction insurance plans. It is left. In fact, more than half of women with private insurance change their plans for savings before and after childbirth. There are still significant gaps at the individual level as employers seek to maximize the total value of their insurance plans.
Therefore, it is imperative that employers look for a comprehensive insurance plan that includes coverage for pregnancy, childbirth, and postnatal care without the expense of high deductions, out-of-pocket costs, or out-of-pocket costs. These plans should also cover important mental health services, including treatment of substance use disorders and evidence-based management of women’s lifelong chronic conditions. Women need to secure seats at all tables where the profit design trade-offs for insurance plans are determined.
As healthcare payers are sensitive to market pressure, buyers’ demands for quality women’s health insurance coverage drive market changes within the healthcare delivery system. This should be seen as a long-term investment, not a short-term cost.
Your employer’s comprehensive insurance plan should include access to a secure abortion. It is an integral part of comprehensive healthcare, clearly saving lives and helping people reach their goals in life.But if the Supreme Court overthrows Roe v. WadeAs the leaked draft opinion suggests, abortion will be illegal in at least 13 states with trigger legislation, and other states may also limit access to abortion.
Therefore, many companies may have to travel out of state soon, and several companies have promised to reimburse employees for travel and accommodation for abortion services. If access to safe abortion is restricted, the provisions of such companies will promote access to the full range of healthcare, as well as the coverage of the abortion care itself, and will lead to employee retention and recruitment. It becomes more and more important to avoid adverse effects. Employers who cannot afford the cost of travel and treatment can protect access to safe abortion by providing paid medical leave, as some do.
2. We provide paid childcare leave.
The United States is the only high-income country without national paid parental leave. Lack of paid leave means that pregnant and postpartum people have less time off from work. This is associated with increased complications during childbirth and worsening maternal and child health.
Paid leave does more than just help the health of mothers and babies. It benefits everyone. A recent survey compared state companies that established paid parental leave with those that did not. We found that in states with paid leave, performance improved by 1%, productivity increased by 5%, and employee turnover decreased. In addition, the longer the parental leave salary, the more women will be in the workforce. Companies that have begun investing in paid parental leave have already earned compensation.
3. Redesign the workplace to support women.
Women face many barriers and stigma regarding basic workplace health and wellness. According to a 2020 research study, only 10% of new mothers specified breaks to support breastfeeding, and only 17% received support from their bosses and colleagues. There is often a lack of preventive health appointments, childcare, and mental health support.
Incorporating the views of female employees, employers need to support positive health behaviors and design workplaces that recognize that women often bear an unequal burden of care at home. Many begin to rethink the workplace as a workplace that includes field-funded childcare, space for pump breaks and breastfeeding, and flexible working hours arrangements to accommodate appointment and care responsibilities. I am.
Resources and guides are available to make these changes. By deliberately integrating support into the workplace itself, companies are more likely to retain talent and improve employee health, wellness, engagement, and productivity.
In a social and political environment where threats to women’s health and autonomy are increasing, the above steps represent how corporate leaders prioritize women’s health. The moral case is clear, but the business case is just as powerful. By investing in comprehensive support for women’s health, companies can increase productivity, maximize employee potential, and reverse the ongoing trend of annoying health outcomes in the United States. I can do it.
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