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As employers work to build employee-friendly environments for their workforce, one truth has become clear: Supporting mental health at work cannot be one-size-fits-all. For example, working women’s mental health can be impacted by life stage changes, societal expectations and overlooked health needs. There are unique factors that should be considered to shape what “support” really looks like. The future of workplace well-being will depend on tailored, accessible and integrated mental health offerings, along with stronger collaboration between health plans, providers and employers to make it happen.
As an executive who’s also a psychiatrist, I’ve heard from so many women over the years who find the workplace to be a tremendous source of personal and professional fulfillment. But it’s also often a significant driver of stress. According to a recent CVS Health survey conducted with Morning Consult, nearly 1 in 3 women say work-related stress negatively impacts their mental health. Additionally, nearly 3 in 5 women agree that they would benefit from more affordable and accessible mental health care, as well as more time and resources for self-care. When I’ve been approached for advice or guidance, sometimes I find women want to talk, and others, they just want to listen. But not everyone has the knowledge or resources to find the right way to get even the seemingly simplest types of care.
Our study confirms what we know to be true and aligns with broader trends across the health care system: demand for behavioral health support continues to grow, but the needs of specific populations, in this case women, are often generalized and underserved. Women face distinct challenges that shift with each life stage — from caregiving and parenting to menopause and in some cases chronic condition management. The challenge and joy that comes with these responsibilities cannot be left at the office door or dropped before joining a Zoom call. These transitions can disrupt daily routines and increase feelings of isolation. And if ignored or unaddressed they can be linked to heightened risks for depression and anxiety. Once we accept the complexities and identify solutions, we can create a better model for workplace well-being.
Our survey also found that most women (78%) are willing to seek mental health support, which speaks to the dedicated work to overcome stigma over many, many years. Now, we must back up the acceptance of getting care by creating solutions for the remaining barriers such as cost, access and a lack of personalization. The impact is significant: Depression and anxiety result in an estimated 12 billion lost workdays each year globally, costing $1 trillion in lost productivity. Women account for the majority of that impact, as they are more likely to experience mental health conditions like depression and face life-stage challenges such as menopause, which can make it harder to stay engaged at work. It’s a clear reminder that addressing these barriers through personalized support isn’t just good for employees — it also helps employers reduce costs and drive better outcomes.
Employers need to shift from standardized offerings to support structures that reflect real-world needs. That means:
Meeting the mental health needs of women in the workplace isn’t a challenge employers can solve alone. Health plans, providers and employers all have a role in closing the gaps in care, and we need to communicate and align on what’s important, and why, in order to close the gap between intention and impact. We all have a unique lens, be it the clinical needs women face, or knowing your employees and what interventions will make the most impact.
Health plans can play a key role by offering employers large, established, data-driven insights on what’s been proven to work. They can continually evolve a benefit design to align with the lived realities of women across life stages. Provider networks must prioritize evidence based, culturally competent and personalized care. And employers can provide front-line insights into offerings that reflect the diversity of their workforce.
When these efforts are coordinated, they can improve access to mental health services by providing women what they want and need. But it also helps to normalize care-seeking behavior and reduce stigma – remember, the data shows women are willing to seek support – but it must be easy, and relevant. For us to continue to make progress on these goals we must continue to share data, align incentives and share the commitment to creating a high quality and personalized care model for women.
Data from a 2024 report conducted by CVS Health and Forrester found that employers are often more confident in the thoroughness of their mental health offerings than their actual benefits reflect. In fact, 73% of decision-makers report high confidence in their mental health benefits, but only 46% of employers surveyed offer mental health programs beyond the federal government’s minimum requirements.
This disconnect highlights the need for more thoughtful design of workplace benefits that truly support women. We’re talking about things like flexible therapy including virtual and in-person options, integrated mental health and chronic care or expanded resources during key life transitions — they’re more likely to stay engaged, experience better outcomes and remain with their employer.
August is National Wellness Month, which is a timely reminder that well-being is shaped by more than just clinical care. For many women, how they are supported, seen and understood at work can have a meaningful impact on their mental health.
Employers, health plans and providers all have a role to play in creating a more inclusive and accessible behavioral health workplace. It’s time to treat mental health not just as a workplace benefit, but as a core business priority. By moving beyond one-size-fits-all approaches and investing, we can shape a workplace culture where women’s mental health is supported at every level.
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