Beyond Fertility: Redefining Women’s Health Benefits

Reproductive health and family-building journeys are personal, emotional and often complex.

Across industries, employers are recognizing the importance of going beyond traditional fertility benefits to provide inclusive, comprehensive family-building support.  

This critical shift was the focus of Beyond Fertility: Supporting Women’s Health at Every Stage, a recent webinar hosted by Quantum Health and Progyny, a global leader in women’s health and family building solutions. Moderated by Kristen Wheeler, Senior Vice President of Member Engagement at Quantum Health, the panel featured two leading voices in family building and women's health: 

• Sarah Freel, Senior Director of Benefits at Cincinnati Children’s Hospital Medical Center 
• Dr. Janet Choi, Chief Medical Officer at Progyny 

The hour-long discussion offered valuable insights into the latest trends in women’s health benefits, highlighted gaps that employers must address, and explored strategies for creating equitable, impactful programs. Below are key takeaways from the conversation. 

Comprehensive women’s health benefits: A guide for employers 

Family-building journeys: More than just fertility treatments 
Family-building benefits for working parents encompass far more than fertility treatments. Employees may seek support for adoption, surrogacy, postpartum care and long-term reproductive health concerns like menopause. As Sarah Freel noted, “The conversation is not just about healthcare. It’s about the entire employee experience and how employers show up during some of the most significant moments in their employees’ lives.” 

At Cincinnati Children’s Hospital, this approach has led to the development of a robust benefits program that has supported 885 employees on their family-building journeys and welcomed 119 new lives. Freel explained, “We’ve seen the tangible impact these benefits have on our workforce. It’s not just about providing a benefit — it’s about creating a culture of care that resonates deeply with employees.” 

Key components of a comprehensive family-building benefits program include: 

• Coverage for fertility treatments, surrogacy and adoption 
• Postpartum resources, including mental health support and lactation services 
• Long-term reproductive care such as hormonal health and menopause support 

By addressing these areas, employers send a clear message: “We see you, we support you and we’re here for your full journey,” Freel said. 

Menopause in the workplace: A critical but overlooked area of women’s health 
Dr. Janet Choi emphasized that menopause care is one of the most underserved areas of women’s health, despite its impact on employees’ quality of life and productivity. She highlighted a startling statistic: Only 10% of primary care providers and women’s health specialists are trained to address menopause-related issues. 

“Midlife health is often overlooked, yet it’s a critical time when risks for cardiovascular disease and other chronic conditions increase,” Choi said. Employers can play a pivotal role by offering education, access to specialists, and support for symptoms such as hot flashes, sleep disturbances and anxiety. 

Personalized care: Meeting employees where they are 

Why personalized women’s health benefits improve outcomes 

Personalization is key to creating effective benefits programs. Dr. Choi explained how tailored approaches can make the biggest impact: “Every family-building journey is unique. Whether it’s a same-sex couple navigating surrogacy or a single parent by choice exploring fertility options, personalized support ensures employees feel seen and understood.” 

Addressing disparities in reproductive healthcare requires more than benefits access — it demands personalized support that accounts for cultural, emotional and clinical complexity. One approach involves embedding care advocacy into the member experience. This model can support more equitable outcomes by considering each member’s unique background and connecting them with providers who align with their preferences and values, ultimately building greater trust and comfort throughout the care process. 

Freel agreed, adding that personalized care provides emotional relief and practical guidance. “Real-time human support has a profound impact. Employees feel less overwhelmed and more empowered to make informed decisions,” she said. 

Breaking barriers with healthcare navigation 
One of the biggest challenges employees face is navigating complex healthcare systems. Employers can eliminate logistical and financial barriers by offering: 

• Transparent, easy-to-understand benefits information 
• Navigation tools that connect employees with in-network providers and resources 
• Financial counseling to reduce stress and guide cost-effective decisions 

Freel emphasized the impact of healthcare navigation’s real-time human support.  

“The emotional and practical relief that comes from this type of support cannot be overstated. Employees have told us that knowing there’s someone they can turn to makes a huge difference, allowing them to focus on their own health and wellbeing without adding the burden of navigating complex healthcare systems on their own. Ultimately, it leads to a more engaged, focused workforce, which directly benefits our mission to provide the best care to our patients.” 

Addressing emotional and logistical barriers 

The emotional toll of family-building journeys 
Family-building journeys are deeply emotional, often intertwined with feelings of stigma, isolation and mental health challenges. Employees may hesitate to seek help due to fear of judgment or uncertainty about their employer’s support. 

Kristen Wheeler noted, “Fertility challenges are directly linked to anxiety and depression. Employees need a safe, supportive environment where they can access the resources they need without fear.” Mental health and fertility resources integrated into family-building benefits can help employees manage the emotional strain of these journeys. 

Streamlining care for better outcomes 
The logistical challenges of family-building — and women’s health in general — can be overwhelming. Employees often struggle with coordinating care across multiple providers, understanding their benefits, and balancing treatments with workplace demands. 

Dr. Choi highlighted the need for holistic solutions: “Employers should focus on integrating benefits into a cohesive, user-friendly system. Fragmented care leads to frustration and delays, whereas seamless navigation improves outcomes and reduces stress.” Freel echoed this sentiment, emphasizing the importance of accessible, real-time support. “It’s not just about offering benefits — it’s about ensuring employees can actually use them with ease and confidence,” she said. 

The Business Case for Inclusive Benefits 

Driving ROI through smarter strategies 
Investing in women’s health benefits is a smart business decision. Cincinnati Children’s Hospital has seen significant returns on its investment, including: 

• A 100% reduction in multiple-birth pregnancies, resulting in healthier outcomes for parents and babies 
• $1.2 million in cost avoidance by reducing high-risk pregnancies and associated complications 

“These inclusive health benefits improve employee retention, reduce absenteeism and create a more engaged workforce,” Freel said. “It’s a win-win for employees and employers alike.” 

Attracting and retaining top talent 

Comprehensive women’s health benefits are increasingly becoming a differentiator in the war for talent. A recent survey revealed that more than 60% of employees would consider leaving their job for an employer with better family-building benefits. 

“Employees are looking for more than just a paycheck — they want to work for organizations that genuinely care about their wellbeing,” Dr. Choi said. “Inclusive benefits send a powerful message about an employer’s values.” 

Building a blueprint for success 

As the panel concluded, the speakers shared actionable advice for benefits leaders looking to enhance their women’s health strategies: 

• Freel:  “A great benefits program supports employees at every stage of life, from parenthood to midlife. It’s about creating a culture of care that drives engagement and loyalty.” 
• Choi:  “Comprehensive, equitable benefits reduce costs and improve outcomes. Employers who invest in these strategies build trust and loyalty among their workforce.” 
• Wheeler:  “Digital tools are useful, but human empathy and expertise are essential. The best results come from combining technology with real, personalized support.” 

By embracing a holistic, inclusive approach to women’s health benefits, employers can create meaningful change for their workforce. As organizations refine their employee wellbeing strategies, women’s health must be a core component — from fertility to menopause and beyond. As Freel concluded, “It’s about more than policies or numbers. It’s about lives changed, families built, and a culture of support.”