After two decades of steady progress, the data is sending a warning shot. According to the Census Bureau, 2025 marked the second consecutive year the gender pay gap has widened. We sat down with Shelly MacConnell, Chief Strategy Officer at WIN, to discuss why the old playbook is failing and what “female-friendly” benefits actually look like in 2026.
Looking at the current landscape, how are women actually faring in the workplace right now?
SM: While women were making progress for a long time, I’m afraid we’ve taken a step backwards. The Census Bureau found that 2025 was the second year in a row where the gender pay gap has widened. This is not only a reversal we have not seen in twenty years, but also the shift highlights the need for employers and HR leadership to create workplace environments that are female-friendly and empowering for female employees.
The latest Women in the Workplace report suggests a declining commitment to women’s progress. What should companies be doing differently to support and retain them?
SM: It’s imperative that companies take action. Women currently face less career support and fewer opportunities to advance. To change this, companies need to:
- Audit Pay: Eliminate gaps so that the same work equals the same salary, regardless of gender.
- Modernize Advancement: Create formal mentorship and revisit promotion processes to ensure the path to leadership is clear.
- Build Community: Support ERGs and networking groups so women can find the connection and growth they need.
- Expand Benefits: Move beyond the basics to include fertility support, egg freezing, and menopause care.
We can’t assume all women will have children. How can HR leaders ensure benefits are equitable for everyone?
SM: Equity means supporting the whole human across every life phase. For example, many women are the default caregivers for elders. Providing concierge support to navigate those complexities is critical.
Then there is menopause. Nearly $1.8 billion is lost in work productivity annually due to menopause symptoms, yet quality care is incredibly hard to find—only about 1,500 providers worldwide are certified. When three-quarters of women aren’t receiving the treatment they need for symptoms that impact every system of the body, it’s a business issue. Companies should partner with providers who offer on-demand nurse access and flexible work policies so women—who are often at the height of their careers during this phase—can stay in the game.
We’ve seen a massive rise in family-building benefits recently. What are companies prioritizing, and what is the real ROI?
SM: Since 2021, we’ve seen average annual growth of 27% in fertility solutions. But the real ‘skyrocket’ is in elective egg freezing—which has grown 80%—and surrogacy/adoption support, which is up 76%. Women are waiting longer to start families and want to preserve their options.
The ROI is clear: better medical outcomes, lower pharmacy spend, and significantly higher retention. Employees who feel supported in their most major life phases stay longer. You can’t always quantify the ‘feeling’ of being valued, but it is the primary driver of workplace satisfaction.
HR Action Plan: The “WIN” Strategy
- The “Whole Life” Audit: Does your benefits package only support women between ages 25 and 35? If so, you are missing the “caregiver” and “menopause” phases that affect your most senior talent.
- Proactive Preservation: Consider adding elective egg freezing to your health plan to support the 80% of women looking for future flexibility.
- Clinical-First Care: Don’t just offer a stipend; offer access to experts. With only 20% of OB/GYNs trained in menopause, your employees need specialized navigation.