A recent survey by RBC Insurance is shining a much-needed spotlight on a gap that’s been quietly impacting workplaces across Canada: women’s health benefits. The survey, which polled 1,000 working Canadians between the ages of 18 and 65, revealed that three-quarters (75%) of women say they want or need benefits that specifically support women’s health, including fertility services and menopause care.

This isn’t just a number — it’s a call to action.

What the Survey Tells Us

The study uncovered several key challenges women and employees managing chronic conditions or disabilities are facing when it comes to accessing care:

• Insufficient coverage amounts prevent 31% of women (versus 22% of men) from getting the care they need.
• Difficulty securing appointments affects 25% of women compared to 17% of men.
• Rising costs and affordability are a concern for 68% of women, significantly higher than the 49% of men who feel the same.
• Mental health struggles, such as anxiety and depression, are reported by 33% of women versus 17% of men.

Additionally, more than half (54%) of respondents or their spouses are living with a chronic condition, with affordability remaining one of the most pressing barriers to care.

It’s clear — traditional benefits plans are falling short for many Canadians.

Why Inclusive Benefits Matter

As Tony Bruin, Head of Group Benefits at RBC Insurance, put it:

“The more an employer tailors and prioritizes more inclusive and relevant benefits solutions, the more they can truly support their employees.”

And it’s not just about women’s health — Gen Z and millennials are voicing their concerns too. These groups are actively seeking ways to improve their financial health, manage stress, and achieve work-life balance but are held back by affordability, lack of motivation, and packed schedules. Even more concerning, 20% of respondents aged 18 to 34 aren’t sure what their benefits actually cover.

In a workforce growing more diverse by the day, there’s a clear opportunity for employers to reimagine what modern benefits support should look like.

What Employers Can Do

The good news? Businesses don’t have to overhaul their entire benefits package overnight — but small, thoughtful changes can make a big impact.
Here are a few ways to start:

• Incorporate women’s health-specific benefits, such as fertility support, menopause care, and maternal mental health services.
• Revisit coverage maximums for mental health, physiotherapy, and specialist services to address affordability gaps.
• Offer flexible benefits programs or health spending accounts that allow employees to prioritize their individual needs.
• Boost benefits literacy by regularly communicating plan details and resources to your team.
• Listen to your employees — surveys and informal check-ins can highlight what matters most to your workforce.

How We Can Help

At Butterfly Benefits, we specialize in designing flexible, inclusive employee benefits plans that reflect the real needs of today’s teams. From women’s health support to mental health initiatives and chronic condition care, we help businesses build benefits programs that go beyond the basics.

If your organization is ready to close the gap between what employees need and what they currently receive, let’s talk. Together, we can create a plan that empowers your people, improves well-being, and strengthens your business.