iAtoday

On April 9, at the Vancouver Benefits Summit, Erika Hatherly, pharmacist and Strategic Leader, Drug Programs, took part in the Empowering women at work: Health, wealth and workplace equity conference.

The discussion shed light on a critical reality: women’s health, financial wellbeing and workplace equity are closely interconnected. Addressing them together is essential—both from a human and a business perspective.

When health and finances intersect at work

Throughout their careers, women often face cumulative challenges: caregiving responsibilities, lower average pay, career interruptions and longer life expectancy. These realities influence both financial security and health over time—and they don’t stop at home. They carry into the workplace, affecting focus, engagement and long‑term career progression.

Financial stress, in particular, weighs heavily and is often underestimated. It is closely linked to mental health challenges and can negatively affect workplace performance, with women being disproportionately impacted. When financial stress is compounded by unmet health needs, the consequences can be significant—for individuals and for organizations.

The cost of unmet women’s health needs

Many workplaces still do not sufficiently recognize issues such as menopause, certain mental health challenges or chronic conditions, and support is often provided too late. The result: lower productivity, increased absenteeism and higher employee turnover.

Traditional group insurance plans, even when designed with good intentions, frequently rely on a reactive approach—intervening only once situations have already deteriorated. In some cases, they can even reinforce inequities, particularly when access gaps prevent women from receiving timely and appropriate support.

Rethinking benefits through a holistic approach

One of Erika’s key messages was the importance of moving toward a holistic wellbeing model—one that integrates physical, mental, social and financial health. When these dimensions are addressed cohesively, outcomes improve across the board.

Organizations that adopt a proactive and preventative approach to benefits design are seeing tangible results: stronger engagement, improved retention and a more resilient workforce. Supporting women’s health earlier and more comprehensively is not just compassionate—it’s strategic.

Investing in women’s health pays off

The business case is clear. Investing in women’s health can lead to greater productivity, lower costs, increased employee loyalty and a stronger employer brand. It also sends a powerful signal: the organization understands the realities employees face and chooses to take action.

As conversations like those at the Vancouver Benefits Summit continue to gain momentum, the message is resonating strongly: empowering women at work means rethinking how employers support health and financial wellbeing—because when women thrive, organizations thrive too.

To learn more about how we can support your clients through more inclusive, holistic benefits solutions, contact your iA Financial Group Account Executive.

Useful resources

Investing in women’s health A decision that benefits everyone

Menopause and work: creating an inclusive environment

Health and wellbeing | Better support for women in the workplace