Pivotal momentum in women’s health benefits

Women make up nearly half of the global population and play a vital role in both the workforce and the economy. In the U.S., they represent 47% of the labor force,¹ and they are projected to drive two-thirds of discretionary spending by 2028,² and make 80% of healthcare decisions.³

Despite advancements in health care, the gap between men’s and women’s health remains wide. While women continue to outlive men, they spend more of those years with a disability than men.⁴ Perhaps of real consequence, women’s health is “…often disregarded as a niche issue.”⁵  

But that is changing. As empowered workers and consumers, women are advocating for better, more comprehensive health care. In fact, 71% of women say they would leave their current job for one with better health benefits.⁶ 

Historically, women’s health has been narrowly focused on reproductive care — what some have termed the “bikini health” model.⁷ This is the outdated view that women’s health only differs from men’s in the parts of the body that a bikini would cover. 

Today, we know that more than half of a woman’s lifetime health burden stems from conditions like cardiovascular disease, osteoporosis, cancer and autoimmune disorders,⁸ which affect women disproportionately or differently. These issues are especially prevalent during a woman’s prime working years.⁹

Employers who invest in comprehensive women’s health benefits will likely see measurable returns: lower healthcare costs, improved productivity, reduced absenteeism, stronger employee retention, and a healthier group population.¹⁰ A health burden report showed how it’s estimated that closing gaps in women’s healthcare globally could contribute up to $1 trillion to the global GDP.¹¹

As women live and work longer, their health needs evolve. In addition to developing a higher risk for certain chronic conditions, many women begin to experience symptoms of perimenopause in their 30s and 40s — often while managing demanding careers and family responsibilities. 

The symptoms of menopause may last for many years depending on individual factors and are often overlooked in workplace benefits. A recent report indicates that access to menopause support is now a key factor in employee retention.¹²  

As a result, employers have an opportunity to better support their workforce by covering treatments to alleviate symptoms. This includes hormone replacement therapy (HRT) and offering access to educational resources and wellness programs. 

One of the most striking challenges of menopause care is access. Despite the prevalence of symptoms, 75% of women who seek menopause care go untreated¹³  — largely due to limited provider training. Fewer than 7% of ob/gyn residents feel prepared to manage menopause,¹⁴ and only 57% of practicing physicians are current on HRT guidelines.¹⁵ 

This lack of expertise contributes to delayed or inadequate care, leaving many women without effective treatment options during this critical life stage.

To address this need, Optum Rx is preparing to launch a pilot program for Optum Rx clients who wish to provide menopause care and resources to their members. The program’s primary goal is to improve health outcomes including quality of life, with secondary goals of medical cost savings and improved productivity.  

This initiative reflects our commitment to closing care gaps and improving outcomes for underserved populations.

Unlike many menopause benefit solutions that focus solely on lifestyle management, this pilot program combines wraparound support with access to clinician-prescribed hormone replacement therapy for appropriate patients — the most effective treatment for menopause symptoms for many qualifying women, and clinically proven to improve health in later life.¹⁶

This integrated approach aims to close access gaps, connect members to personalized treatment with menopause-trained providers (with or without HRT) and improve outcomes while reducing medical costs and lost workdays. 

This pilot will launch in Q4 of 2025 with specific dates to follow for participating plan sponsors. We propose a collaborative approach to measure medical cost savings, productivity gains, symptom reduction, and member satisfaction throughout the pilot. 

While HRT may increase short-term utilization costs, it’s a targeted investment in member health.

There’s no one-size-fits-all health journey for women. That’s why it’s critical for employers to offer benefits that evolve with women’s changing health needs.

Optum Rx is committed to advancing women’s health through internal innovation and strategic partnerships to deliver products, solutions and experiences that meet the needs of women and their families, and ultimately close gaps in care.