Are We Ever Going to Talk About Periods at Work?
Corporate Wellbeing: A Brief History – And Why is Women’s Health Still Overlooked?
I’m old enough to remember the days when mental health was a taboo topic at work. Success was determined by how many hours you spent at your desk (or sleeping under it), chronic stress was a badge of honor, and a home life simply an indicator that you weren’t at work enough.
While these cultures persist in some industries, there has been a welcome shift toward recognizing the need to support employees' overall wellbeing, including their lives beyond the office. But this awareness is relatively new. Despite recent DEI efforts from some progressive companies, women’s health continues to be overlooked. The gender health gap is real - women’s health remains disproportionately under-researched, underfunded, and under-discussed.
So why are we still so afraid to talk about periods at work?
In this blog, we’ll take a journey through the history of corporate wellness, examine the stark realities of the gender health gap, and explore what can be done to close it.
A Brief History of Corporate Wellness
1970s–1980s: The Birth of Corporate Wellness
Driven by rising healthcare costs and concerns about workplace productivity, early corporate wellness programs emerged with a primary focus on physical fitness. Companies introduced on-site gyms, smoking cessation programs, and health screenings to improve employee health and reduce insurance claims. The emphasis was on reducing cardiovascular disease, obesity, and smoking-related illnesses.
1990s: Expansion into Stress Management & Mental Health
As globalization and technology accelerated, work culture became more demanding, and stress-related illnesses increased. Companies responded with Employee Assistance Programs (EAPs), counseling services, stress management workshops, and ergonomic initiatives to prevent workplace injuries.
2000s: The Rise of Holistic Wellbeing
The early 2000s introduced smartphones and 24/7 work connectivity, exacerbating stress. Companies adopted a more holistic approach, incorporating nutrition programs, mindfulness, and financial wellness into their offerings. The corporate intranet (remember those?!) became the place for all things wellness.
2010s: Technology-Driven Wellness & Mental Health Awareness
Following the launch of the iPhone in 2007, corporate wellness apps, telehealth, and digital coaching programs gained traction. Mental health became a top priority, with companies offering mental health days, therapy support, meditation programs, and resilience training. Flexible work arrangements, such as remote work and unlimited PTO, helped combat burnout. Employees participated in Couch to 5K programs, received Headspace subscriptions, and embraced "Duvet Days."
2020s–Present: Personalized & Inclusive Wellness
The COVID-19 pandemic accelerated hybrid work models, mental health prioritization, and flexible benefits. Companies began DEI-driven wellness initiatives, addressing the unique health needs of women, neurodiverse individuals, and LGBTQ+ employees. Progress was being made, or so we thought….
So Where Are We Now? The Gender Health Gap
Welcome to 2025, and much of the progress made in the last decade is now under threat. DEI investments are shrinking, employees are being forced back to offices, and sick leave benefits are under greater scrutiny.
Some companies are finally acknowledging the impact of menstrual health, fertility, menopause, and hormonal well-being in the workplace, but change is slow. HR teams and leadership face a deeply entrenched gender health gap. Here’s why:
Lack of Education Among Business Owners
A Benenden Health study found that 37% of female and 35% of male business owners don’t understand women’s health issues, impacting their ability to support women in the workplace. This lack of understanding perpetuates stigmas and silence:
37% of women reported being labeled as "more emotional."
18% felt they were treated differently when experiencing health issues.
42% of women feel uncomfortable discussing health with their manager.
A Systemic Gender Health Gap
The UK has the largest gender health gap in the G20 and ranks 12th globally. Women’s health issues are under-researched, overlooked, and stigmatized, leading to poorer health outcomes. Key examples:
Chronic Pelvic Pain: One in four women globally suffers from chronic pelvic pain conditions such as endometriosis and fibroids, which are frequently dismissed.
Heart Disease: Women are 50% more likely than men to receive the wrong initial diagnosis for a heart attack. (News Medical)
Economic Costs of the Gender Health Gap
However, as more work goes into understanding why this gender gap exists, so the costs of it, and the benefits of closing it, are becoming clearer.
For every £1 invested in obstetrics and gynecology services, there is an £11 ROI.
The economic cost of absenteeism due to period pain and related conditions is £11 billion per year.
Unemployment due to menopause symptoms costs £1.5 billion annually, with 60,000 UK women out of work due to menopause.
A Guide to Tackling the Gender Health Gap in the Workplace
The good news? More funding is being directed at addressing the gender gap in medical research. The MESSAGE Project (2024) introduced sex and gender equity standards for research, and the Medical Research Council (2023) published diversity guidance. (AMRC)
At the same time, companies are waking up to the cost of ignoring women’s health.
1 million UK women have left their jobs due to menopausal symptoms. (Bupa)
17% of employees have considered quitting due to menopause-related struggles. (CIPD)
Menopause programs are helping to normalize conversations about women’s health at work, fostering more inclusive workplace cultures.
But more needs to be done. Gen-Z is driving a cultural shift toward mental and physical health awareness. Johns Hopkins University emphasizes that companies must promote stigma-free work cultures and integrate mental health support. (Johns Hopkins).
At the heart of the solution is getting comfortable with the uncomfortable. Until we break the taboos surrounding periods in the workplace, we will continue to overlook a fundamental part of what it means to be a working woman. But the conversation is shifting and people, especially the younger generations are ready to talk.
At Phase, we’re committed to reshaping the narrative by framing these discussions around energy, cognition, and natural strengths. By helping women articulate how their bodies change daily, we empower workplaces to create supportive environments where women can bring their full potential to work, unapologetically and powerfully.
Final Thoughts
It’s time to stop treating women’s health as a workplace taboo. The cost of inaction is too high—for individuals, businesses, and the economy. We need education, investment, and systemic change to close the gender health gap for good.
At Phase, we’re not just here to support women, we’re here to bring everyone into the conversation. Let’s build workplaces where women are truly set up to thrive. Join the waitlist today.
