In this session, Roger Thorpe introduced Thorpe Benefits’ wellness manager to present their evolving wellness service, structured around education, action, and creating a culture of support. The program includes expert-led sessions, webinars, and a comprehensive playbook to help HR leaders and employees engage with monthly health focus areas like fatigue, financial wellbeing, and now, men’s and women’s health. The discussion revealed significant workplace gaps, such as 60% of women feeling unsupported in health matters and men avoiding care due to stigma, with both groups facing impacts on productivity and career growth. Practical solutions were offered, including flexible work, caregiver support, mental health allies, and inclusive benefits like free period products and parental leave. Upcoming webinars in June will explore women’s and men’s health in depth, supported by downloadable resources and planning tools. The session highlighted the importance of embedding wellness into workplace culture through sustained, inclusive strategies.
Chapters
Introduction to Men’s and Women’s Health Focus Area
Roger introduced the segment focused on addressing men’s and women’s health in the workplace. Bianca Garcia-Celisano, Wellness Manager at Thorpe Benefits, was introduced to lead the discussion. She reintroduced the wellness service, built around the pillars of education, action, and cultivating a health-focused culture, which was relaunched last year.
Wellness Service Details and Focus Areas
Bianca described the structure of the wellness service, which delivers employee health focus areas three times a year. HR leaders are guided through the importance of each topic and given actionable tools and ideas to bring back to their teams. Employees receive education through webinars and expert-led sessions. A detailed playbook supports each focus area with resources and tools. The overarching goal is to build psychological safety and normalize health conversations in the workplace. Previous focus areas included energy and fatigue, and financial wellbeing. The upcoming June focus area will center on men’s and women’s health. The entire service is provided free to clients and their employees.
Importance of Addressing Health Challenges
Bianca emphasized that addressing both men’s and women’s health challenges is critical to workplace wellbeing. Unaddressed health concerns affect productivity, retention, and engagement. She cited that 33% of women feel their benefits plan doesn’t meet their needs, compared to 17% of men. Over 60% of women feel the workplace does not adequately support their health.
Challenges in Women’s Health
Bianca highlighted several challenges unique to women’s health: – Women spend 25% more of their lives in poor health. – Their health concerns are often dismissed or overlooked. – Many prioritize caring for others over themselves. – Nearly 29% of women have taken sick days for health reasons but concealed the true cause. – 4 in 10 women have made career decisions based on caregiving or health responsibilities. – 60% report that menstruation, menopause, or reproductive health has impacted career progression. – These subjects are rarely addressed in workplace policies. – Less than 8% of Canada’s health research funding is allocated to women’s health.
Challenges in Men’s Health
Bianca shared that 77% of men would prefer doing chores or shopping over visiting a doctor. Men account for 75% of suicides in Canada. 28% of men worry that discussing mental health at work could harm their careers. Men can also experience postpartum struggles, often accompanied by shame or guilt that prevents them from seeking help. Neglecting these issues results in lower productivity and avoidable long-term health complications.
Organizational Support for Women’s Health
Bianca outlined strategies companies can adopt: – Flexible schedules and support for parental and caregiver roles. – Peer groups focused on menstrual and menopausal health. – Onsite or employer-sponsored screenings and education sessions. – Access to women-centered care. – Provision of free period products and paid leave for severe symptoms. – Awareness campaigns that address menopause, fertility, and mental health support.
Organizational Support for Men’s Health
Bianca recommended several supportive actions: – Health clinics offering onsite screenings and men’s health workshops. – Enhanced access to therapy through virtual counseling and benefit coverage. – Flexible work schedules and time off for health-related appointments. – Peer mentorship and mental health ally networks. – Engaging wellness programming such as speaker series, group workouts, and mindfulness sessions.
Upcoming Focus Area and Playbook Demo
Bianca previewed the upcoming men’s and women’s health focus launching in June: – Dr. Ashlyn will speak on women’s health (June 3rd) – A men’s health session will follow on June 10th Both sessions will occur at 12 PM EST, and registration is available on the website. She walked through the new playbook, which includes tools, guides, activities, and challenges. Resources span articles, books, podcasts, videos, apps, policies, and support recommendations. Three wellness templates are offered based on readiness levels, each with questions to guide team discussions.
Availability of Resources and Additional Support
Bianca noted that copies of the slide deck and playbook are available upon request. Roger concluded by highlighting creative options outside traditional EAPs for mental health therapy, which may be reimbursable under paramedical benefits.