At Women’s Health Collective Canada’s recent national Summit, one idea came through clearly: reframing women’s health as a workforce and economic opportunity changes how organizations respond.
As Organon Canada’s Dominic Bégin explains:
“When we move women’s health out of the category of a perk and into the category of a workforce and economic opportunity, it fundamentally changes how an organization shows up.”
This shift, he notes, is not just words, it alters how decisions are made at every level.
“First, it shifts the conversation from generosity to strategy. A perk is optional and often reactive; an economic opportunity is something leaders design intentionally.”
When viewed through this lens, women’s health becomes directly connected to outcomes organizations already prioritize: retention, engagement, leadership development, and long-term growth. It also reframes responsibility.
“If women’s health is a workforce issue, then it’s not just an HR concern—it becomes a leadership and business priority.”
From policy to practice
Many organizations have introduced policies or benefits related to women’s health. Their impact depends on how they are implemented—and whether they are supported by culture and leadership.
At Organon Canada, this approach has taken shape through a combination of programming, benefits, and internal engagement. One example is HER Professional Journey, an initiative designed to reflect the realities of non-linear career paths.
“HER Professional Journey … creates space for open conversation, mentorship, and leadership development that reflect real life, not idealized paths,” says Bégin.
The organization has also expanded support in areas such as fertility and menopause which are topics that have historically been underrepresented in workplace conversations, despite their clear impact on employees’ day-to-day experience.
“Menopause has historically been overlooked in workplace conversations, yet it can significantly affect wellbeing, performance, and confidence.”
What has proven most important, however, is not any single policy, but how those supports are understood and used.
“What we’ve learned is that policies alone are not enough. The real impact comes from culture, leadership accountability, and employee engagement.”
The leadership lever
“If there is one action organizations can take right now, it is this: equip leaders to talk about and support women’s health confidently and without stigma.”
In practice, this means moving beyond awareness toward capability and ensuring managers have the knowledge, language, and confidence to engage in conversations that may previously have felt unfamiliar or uncomfortable.
“When leaders are educated… they help create environments where women feel safe asking for what they need and continuing to grow professionally.”
The impact, Bégin notes, is both immediate and cumulative.
“It turns benefits into usable support, removes silent barriers, and reinforces the message that women’s health is not a personal issue to manage alone, but a shared responsibility tied to workforce strength and organizational success.”
Looking ahead
As organizations continue to evolve, the opportunity is not simply to add new support, but to rethink how work itself is structured.
Looking five years ahead, meaningful progress would be marked by a shift from exception to expectation.
“Women’s health would no longer require special advocacy—it would be built into how organizations operate by default.”
That includes recognizing health-related experiences across the life course, supporting career progression alongside those realities, and ensuring leaders are both confident and accountable in their role.
“Ultimately, meaningful progress would mean that women no longer feel they have to choose between their health and their ambition.”
A broader shift underway
The conversation around women’s health is expanding across research, policy, and increasingly, the workplace. As organizations begin to act on this understanding, the implications extend beyond individual experience to workforce participation, economic performance, and long-term resilience.
The shift is already underway. The question now is how quickly it can scale, and who chooses to lead it.
This conversation continues on May 14 at our next Vital Talks: The Health & Wealth Imperative, exploring how investing in women’s health can drive workforce and economic outcomes.