What you probably already know: Women executives overwhelmingly cite health as a key component of a productive and thriving workforce. KPMG’s 2026 Global Female Leaders Outlook finds that a staggering 97% of women leaders worldwide believe companies should take responsibility for the mental and physical well-being of their employees, with 70% says it affects daily work. Sixty-three percent say it influences their career decisions and professional direction. Women executives are also much more bullish on their own companies than their industries, their countries and the global economy, with only 29% saying they’re confident about the state of the world.
Why it matters: “Women’s health is not a niche topic, but an opportunity for companies,” says Angelika Huber-Straber, KPMG’s regional managing partner for Southern Germany. “Those who specifically support the performance and experience of female employees across different life stages not only strengthen individual career development but also the future viability of their organization.” The report notes that companies that actively support women’s health create better conditions for retaining talent, calling it a “’modern understanding of work and performance.” Health also has a broad definition, encompassing things such as flexible work models, supportive leadership, targeted support programs and an open corporate culture.
What it means: Even though women’s health is becoming recognized as a core workplace responsibility, more than 25% of respondents said their organization offers no women’s health-related measures whatsoever. Women leaders are also evenly split between those who feel comfortable discussing women’s health needs at work and those who do not. Younger workers are more likely to cite health as a critical factor, with the report noting that “as this generation progresses into leadership roles, expectations regarding health, openness and organizational support are likely to become more prominent.” Fully seven in 10 respondents said health-related factors have affected their ability to carry out daily work tasks, at least to some extent.
What happens next: Several states have recently adopted health-related legislation around menopause. Rhode Island last year became the first U.S. state to explicitly mandate workplace accommodations for perimenopause, menopause and related medical conditions, while Washington state in June directed state agencies to implement accommodations for women experiencing menopause, including temperature adjustment, flexible dress codes and remote work. It also provides training resources for public and private health care providers and managers. “We are losing women in the workforce with tremendous knowledge and experience because we are not doing enough to prepare for a natural stage of life,” Washington Gov. Bob Ferguson says. “We must do more to support women and employers who want to keep their experienced staff in the workforce.”
