Workplace health equity plays a critical role in fostering inclusivity, well-being, and organizational success. Increasingly, organizations are acknowledging its significance and making it a priority. By prioritizing health equity, both individuals and organizations can cultivate an inclusive culture and enhance overall performance.

What is health equity?

Health equity, as defined by the Centers for Disease Control and Prevention, ensures that everyone has an equal opportunity to reach their full health potential, regardless of social position or other circumstances. 

The case for health equity in the workplace

Organizations that prioritize health equity attract and retain talented individuals, make informed decisions, and drive successful innovation [1]. This also fosters a supportive and unbiased atmosphere where everyone has equal opportunities to showcase their skills and potential in order to achieve exceptional results [1][2][3]. 

Organizations that prioritize health equity experience improved retention, performance, and productivity. Addressing employees' health needs cultivates higher job satisfaction, engagement, and well-being [1]. Organizations can showcase their dedication to health equity by recognizing and addressing these challenges gradually. It is important to acknowledge that this process is not instantaneous but requires sustained effort and commitment over time [4].

Recognizing menstrual health as an essential part

Menstrual health is often overlooked, impacting the well-being of menstruating individuals. Over 40% of people who have health problems during their periods say they continue working despite the pain and discomfort. Lack of knowledge within organizations can lead to issues like presenteeism, absenteeism, and disengagement [4][5]. 

Menstrual health is the first step for Revol Health. We utilize AI models to contextualize health metrics, predict menstrual symptoms, and offer preventive measures. This empowers individuals to address their health concerns and enhances their overall well-being. 

NOTE It should be acknowledged that menstruation is not limited to cisgender women, as trans men, non-binary individuals, and gender non-conforming people can also experience menstruation.

Contact us if you want to know more about how our solution helps drive health equity, inclusivity, and boost the well-being of menstruating individuals. Revol(utionize) your workplace today.

References:

[1] Diversity, Equity & Inclusion | People & Organizational Performance | McKinsey & Company. Retrieved July 16, 2023.

[2] Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better. Retrieved July 16, 2023.

[3] How diversity, equity, and inclusion (DE&I) matter | McKinsey. Retrieved July 16, 2023.

[4] BSI Standards Publication Menstruation, menstrual health and menopause in the workplace-Guide. (2023).

[5] Women @ Work 2023: A Global Outlook. Retrieved July 16, 2023.