It can start with waking up at 3 a.m. and not being able to fall back asleep. Or suddenly feeling more anxious than usual. Maybe you’re forgetting words in the middle of a conversation, struggling to focus at work, or noticing your periods have become less predictable.

Symptoms aren’t always obvious, and, as a result, many women spend years wondering what’s happening to their bodies before realizing the answer may be perimenopause or menopause.

Could this be menopause? 

Menopause is officially defined as 12 consecutive months without a period, and it typically occurs between ages 45-55 though it can sometimes occur earlier in life for a certain proportion of women. The transition time leading up to menopause, known as perimenopause, can begin years earlier — sometimes as early as your late 30s or early 40s. During this time, changing hormone levels can affect nearly every system in the body, and symptoms can include:

• Trouble concentrating, brain fog, or difficulty finding words 

• Anxiety, irritability, or depression 

• Difficulty sleeping, insomnia, or waking up in the middle of the night 

• Joint pain or body aches 

• Irregular periods or changes in your cycle 

• Hot flashes or night sweats 

• Vaginal dryness or discomfort 

• Heart palpitations or a racing feeling in your chest 

Many women don’t realize these symptoms may be connected. Instead, they can seem unrelated, and they’re treated that way.

Why so many women are left guessing 

Women often seek help symptom by symptom and specialist by specialist, spending months – or years – trying to get answers. Brain fog may lead to a neurologist. Anxiety or mood changes may lead to a therapist or psychiatrist. Sleep problems may lead to a sleep study. Irregular periods may lead to repeated OB-GYN visits. And heart palpitations may result in a visit to a cardiologist or even the emergency room.

The problem isn’t that these symptoms aren’t taken seriously – it’s that they’re rarely looked at together as one whole picture. Progyny refers to this as fragmented care, and it can create unnecessary costs, frustration, and delayed treatment.

Why menopause care often falls short 

One reason so many women struggle to get answers is that the healthcare system isn’t designed to support menopause care well. Despite affecting more than 50 million women in the U.S., most providers have very little training on how to diagnose and treat it. In fact, only 6.8% of primary care providers (including ob/gyn; internal and family medicine physicians) feel adequately prepared to help women manage menopause symptoms.

As a result, women are often told they’re simply experiencing stress, anxiety, burnout, or aging, and they’re offered treatment one symptom at a time. When care is provided through a system of trial and error, women often pay the price in time, cost, and quality of life.

Menopause doesn’t stay outside of work 

When menopause symptoms go unsupported, the effects don’t stay at home. Sleep disruption, anxiety, brain fog, and difficulty concentrating can make it harder to stay focused, participate confidently in meetings, or keep up with the demands of work.

Nearly 11% of women report missing work due to symptoms, and nearly 1 in 5 women have considered leaving their jobs entirely because of the impact menopause has had on their lives and careers.

Menopause isn’t just a health issue — it’s a workplace issue.  

What good menopause care looks like 

Good menopause care should help you understand what’s happening, connect you with providers who are trained in evidence-based best practice menopause care, and give you support between visits. It should include:  

• Access to menopause-trained providers who understand the full range of symptoms 

• A coordinated care plan that addresses both physical and emotional health 

• Coaching and support between appointments 

• Education that helps you recognize symptoms earlier 

• Treatment options that may include hormone therapy, non-hormonal medications, nutrition support, sleep support, and mental health care 

• Help navigating next steps 

Progyny’s Menopause and Midlife Care solution is designed around this comprehensive approach. Members have access to menopause-trained providers, ongoing clinical coaching, and personalized treatment plans that address the root cause of symptoms, not just the symptoms themselves. This holistic approach, combining education, access, and integrated care, results in faster recognition of symptoms, fewer misdiagnoses, and better outcomes.

You don’t have to figure this out alone 

If you’ve been wondering whether what you’re experiencing could be menopause, trust yourself. You’re not imagining it, you’re not alone, and you deserve care that supports you during this stage of life and helps you feel like yourself again.

Better menopause care may already be available through your employer benefits. Talk to your HR or benefits team to learn whether your organization offers Progyny’s Menopause and Midlife Care benefit.

Start the conversation in your workplace with these resources:

• Menopause support in the workplace: A guide for employers 

• Menopause: Frequently asked questions  

The post Is this menopause? Why so many women are left guessing, and what to do next appeared first on Progyny.

When I started working at Progyny in 2016 as a human resource director, employer fertility support across the U.S. was scarce, at best. Fortunately, I knew that I was hired by a truly special company that was at the forefront of fertility benefits, providing remarkable opportunities for women and families. Progyny’s comprehensive benefits approach would not only change the entire industry; it would change my life—and my dreams.

Fast forward to ten years later, and now as Progyny’s chief human resource officer for more than 800 employees, I marvel at both the clinical care advancements and widespread expansion of benefits coverage we’ve seen. With a dedication to outcomes that matter so much, Progyny has been a passionate champion and leader in the fertility industry and for its clients and members. It’s been a privilege to be a part of building something so meaningful. At the same time, it’s been personally rewarding as I marvel at my two sons, deeply grateful for them and the unwavering support I’ve received in growing our family.

A journey of support

For those on the path to family building, each journey is unique, and many come with a mix of celebrations and setbacks. While our fertility story began with enthusiasm for our egg retrievals, we also experienced unsuccessful treatment rounds and loss. In those years, I sought different providers and strategies, and various mediations and treatments including preimplantation genetic testing. I was “all in.” While in some respects, 10 years seems not that long ago; in the world of fertility, so much has changed in terms of availably of access, information, and treatment advances.

When the quest for optimal fertility care led me across the country to a clinic in California, I was fortunate to have a built-in support system – including an understanding employer and manager. Working for Progyny also gave me the unique access to Dr. Georgia Witkin, a clinical psychologist and infertility expert, who I’m now happy to call a treasured confidant and friend. For anyone on the fertility journey, having your team of people is so critical in both making confident, informed decisions and staying grounded through uncertainty.

With the advanced fertility support and services my company provides, I experienced the joy of having my son, Emmett, the first ever Progyny employee baby, in 2019. His brother, Hudson, joined our family in 2021.

A decade down, forever to go

Over the past decade, employer-provided fertility coverage has evolved significantly. When I joined Progyny, the benefit was just emerging—only about 25% of large employers offered IVF coverage, and just 5-6% covered egg freezing. Even then, Progyny stood apart, leading with comprehensive, evidence-based benefits for both members and employees well before the support became mainstream.

Ten years later, Progyny has grown to over 800 employees serving more than 600 clients, providing family building and women’s health benefits through a managed network of top fertility specialists, member coaching and support, digital tools, prescriptions, and more. Others have followed suit. According to the International Foundation of Employee Benefit Plans’ Employee Benefits Survey: 2024 Report, 42% of U.S. organizations now offer fertility benefits—up significantly from 30% in 2020.

While we have traditionally worked with large, self-insured employers, today we’re expanding into the fully insured market, allowing fertility benefits to reach a much broader group of employers through standard insurance plans. It’s an exciting time to be in benefits. As fertility coverage has expanded, clinical care options have also significantly advanced with better techniques, more clinics, and stronger outcomes.

Facilitating lasting support

As the expanding fertility industry reaches more women on their journeys, we must continue to support whole-person health. Fertility efforts are most successful when care begins before conception and considers physical, hormonal, and emotional health. Despite this, only about 20% of women have a dedicated preconception visit before pregnancy. Overall wellness requires appropriate screenings, chronic condition monitoring, and mental health management through child-baring years, menopause, and beyond. Comprehensive, personalized, continuous support is the key to healthier women and thriving families.

When women have access to the right care at the right time, outcomes improve. Along members’ fertility journeys, we celebrate their success stories with “Yeah Baby Day” on March 25^th. We hope you’ll share your baby story, and how trusted support has made a difference in your family’s life—this decade, and beyond.

The post A Decade in Fertility: The Progress, People, and Path Forward appeared first on Progyny.

As the year comes to a close, many benefits leaders are taking a moment to reflect — not just on the programs they’ve implemented, but on the impact those programs have had on people’s lives. What often gets missed in the day-to-day is the quiet gratitude employees feel when they’re supported during some of their most meaningful moments. 

Across the organizations we partner with, employees consistently share how deeply women’s health and family building benefits have shaped their journeys — and how thankful they are for the teams who made that support possible. 

What employees are thankful for 

Employees often tell us how comprehensive women’s health and family building support changed their experience — not because everything was easy, but because they never had to navigate it alone. 

What our members have told us:

These are moments that stay with employees, shaping how supported they feel at work. And standing behind these moments are the benefits leaders who championed the right support at the right time.

Why benefits leaders can be proud of the impact they’ve made

Behind every meaningful employee experience is a benefits leader who pushed for something better — someone who understood that continuity, personalization, and access aren’t just “features” but lifelines when employees need them most.

Benefits leaders who deliver the strongest impact are the ones who champion programs built around what employees need. Best-in-class women’s health and family building benefits include:

• High quality care and support across life stages
• Dedicated care advocates and smart technology that guide members step by step and connect them to the right care at the right time
• Transparent and detailed patient-level reporting that helps employers track outcomes
• Equitable access so every employee can get the support they deserve

When benefits are designed this way, employees feel the difference—and many share their appreciation directly with their HR and benefits teams.

What our clients have told us:

These moments of gratitude are a powerful reminder: benefits leaders aren’t just managing programs — they’re shaping life-changing experiences.

Looking ahead: Building on what works

As we look to 2026 and beyond, employers are thinking holistically about health and well-being, prioritizing benefits that bring simplicity and meaningful impact to employees’ lives.

What’s working today is clear. Connected, member-first women’s health and family building programs create healthier families, more supported teams, and workplaces grounded in compassion.

Gratitude isn’t just a reflection of what went well — it’s guidance for where to continue investing.

Continue the conversation

Progyny’s integrated approach delivers personalized care, measurable outcomes, and meaningful support across life stages — helping benefits leaders create healthier, better-supported workforces.

The post The gratitude benefits leaders don’t always see — but deserve appeared first on Progyny.

“Destination parenthood” does not always take a traditional or linear path, Mark Leondires, MD, Medical Director and Founder of Illume Fertility reminds us. Same sex couples and single parents by choice need assistance in building the family of their dreams. In fact, the American Society for Reproductive Medicine broadened the medical definition of infertility in 2023 recognizing that anyone who might need medical assistance to grow their family should be supported. That’s why it is critical that benefit decision-makers are considering the full scope of their employee base when building their family-focused approach.

Largely with good intent, we’ve seen time and again that the LGBTQ+ community has been omitted from certain family building and fertility benefits. As we observe Pride Month here at Progyny, we want to highlight the needs of aspiring LGBTQ+ parents, as well as provide an evolved approach to family building benefits that ensures all individuals who desire to can realize their dreams of parenthood.

The talent retention reality

We hear time and again how critical attracting and retaining key talent is to companies. Fertility benefits can be a key to retention for LGBTQ+ employees. A recent survey showed that fertility coverage at work is a priority for LGBTQ+ individuals seeking to expand their families. In fact, 79% said they would consider leaving their current job for one that offers these benefits, and 81% responded that they would work a second job just to get fertility coverage. The majority of those surveyed were also worried about costs of treatments to expand their families with concerns about having to rely on outside sources for funding.

The coverage gap challenge

That same survey highlighted major disparities between how LGBTQ+ individuals and their heterosexual counterparts were able to access the same coverage. While many LGBTQ+ individuals technically had coverage, more than two-thirds shared that their employer’s plan required individuals meet outdated medical diagnosis criteria for infertility before qualifying for coverage.

This form of pre-certification too often associated with family building coverage excludes LGBTQ+ community members and single parents by choice, essentially blocking them from accessing necessary benefits.

Leading the change

So, what can be done for benefits equality? Benefits leaders are in a position to influence fertility coverage for expanded family building opportunities in the workplace—for all. For nearly a decade, Progyny has been partnering with benefits leaders to implement cycle-based, inclusive benefits that break down barriers and support all paths to parenthood, no matter who you are or how you choose to build your family.

Here are just a couple of ways Progyny helps employers deliver a truly inclusive benefit for their employees in the LGBTQ+ community and beyond:

• Progyny’s fertility and family building benefit is a cycle-based benefit, offering the flexibility to meet all forms and paths to building a family. Progyny’s Smart Cycle benefit design empowers patients and providers to make informed decisions based on their unique needs, leading not only to better care and superior clinical outcomes, but also more equitable coverage.

• We mobilize resources using a fertility network of clinics and doctors who provide LGBTQ+ affirming care that aligns with members’ unique family-building goals. The journey may include navigating adoption, reciprocal IVF, surrogacy, fertility preservation, or other assisted reproductive technologies. We also help benefit leaders understand the impact employers and plans can have on the family-building journeys of LGBTQ+ employees.

The path forward

Despite a rise in employer-sponsored coverage options for fertility care, dreams of expanding LGBTQ+ families continue to be riddled with barriers for parents-to-be. We and our partner providers celebrate that the right to family is universal. With an inclusive, cycle-based benefit and comprehensive access to the latest reproductive technologies resulting in successful fertility outcomes, Progyny members trust they are part of an inclusive, compassionate workplace that supports their choices and dreams.

The post Supporting a healthy workforce must include family building for the LGBTQ+ community appeared first on Progyny.

Each year, National Infertility Awareness Week (NIAW) holds deep meaning for all of us at Progyny, our employer clients, our provider partners, and our members. It’s a time to reflect on the journeys of the 1 in 6 people globally who face infertility and to recommit to the work we do every day to support them.

These journeys are often silent and deeply emotional, which is why visibility, compassion, and access to care matter so much. It’s also a time to celebrate the resilience and strength of the individuals on their paths to parenthood, as well as the incredible people who work tirelessly to increase access to fertility treatment and family building care.

While I’ve worked in healthcare my entire career, I can attest to the fact that women’s health brings a unique sense of community. For NIAW 2025, we stood alongside our partners and advocates to shine a light on this medical condition in new and powerful ways, and to have unified action for increasing care access and getting people the support they need and deserve.

Uplifting the Community

This was my second year being a part of NIAW, and again I was amazed to see how this team was able to activate and honor the infertility community. We kicked the week off by lighting the Empire State Building orange – the national color of infertility – alongside our partners at RESOLVE: The National Infertility Association, and infertility influencers and advocates The Pasinis. Illuminating one of the world’s most iconic landmarks is a powerful symbol of visibility, solidarity, and hope for those millions impacted by infertility. It sends a clear message: you are seen, you are supported, and you are not alone. The Pasinis shared what this moment – and this movement – means to them.

Watch their story:

The same week, Progyny joined Fertility Matters Canada and other partners and supporters to recognize Canadian Fertility Awareness Week and witness the lighting of the CN Tower and other landmarks across Canada in green – the country’s official fertility awareness color.  

Celebrating Stories 

Since joining Progyny, it’s been heartening to see the emotional toll of infertility and the strength it takes to pursue family building. Our team celebrated and elevated the voices and stories that too often go unheard. We launched a one-of-a-kind gallery experience showcasing more than 20 powerful works by artists who have faced infertility – turning their personal struggles into moving visual expressions of resilience. The gallery served as the backdrop for our Light the Night celebration, where we welcomed clients, partners, providers, and advocates to come together in community and reflection. 

That evening, Progyny proudly honored Dr. Serena Chen of CCRM with our Light the Night Award for her decades of advocacy, patient care, and unwavering commitment to improving fertility access.  

The following day, our team continued the effort with a panel discussion at the gallery, featuring our Chief Medical Officer Dr. Janet Choi, Progyny member Erin Antoniak, and fertility advocates and influencers Tom and Demi Schweers. The conversation centered around the importance of sharing infertility stories to build empathy, reduce stigma, and inspire hope for others navigating their path. 

Nothing says community more than leading and amplifying social media voices. We collaborated with infertility influencers, boosting visibility through targeted campaigns on TikTok and YouTube, and encouraging our clients to share member stories from within their workforces. The result: 2.3 million impressions and a wave of awareness that extended far beyond the week itself. 

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A post shared by Demi Schweers (@demischweers)

Empowering Employers 

As part of our NIAW client activations, we had the honor of participating in the NASDAQ Opening Bell Ceremony. As I stood on stage at NASDAQ once again, I felt how powerful a symbol it is – showcasing how far this team has come in driving equitable access to care. The best part of my job is meeting with clients on an annual basis and sharing exactly how many families have achieved the life-changing result of having a child. Nowhere else in healthcare do we get to celebrate such momentous outcomes as this statistic. And it is because of the commitment of our employer clients that we are in a privileged position to provide this impact.

As we continue to look forward to expanding our impact, we also hosted intimate info sessions with our clients, giving benefits leaders a closer look at how Progyny is delivering meaningful results that result in healthier workforces. These conversations – led by a few of our executives, including myself – offered an opportunity to spotlight how our data, outcomes, and innovation continue to evolve. Most importantly, they provided space for benefits teams to share their unique challenges and hear directly from us about how we can help close care gaps and meet the changing needs of their employees.

We’re incredibly grateful to our community, partners, providers, and clients who stood with us throughout NIAW 2025. Your voices, stories, and advocacy help drive real change. At Progyny, we remain deeply committed to expanding access, advancing innovation, and delivering unwavering support to anyone navigating infertility. There’s still an illogical disconnect between awareness and true access to care, but together we can close that gap. We invite you to continue this momentum with us, because at Progyny, we don’t believe in observing infertility for just one week – we believe in showing up for people every day.

For employers, learn how to best support your employees here.

For those struggling with infertility and wish to ask their employer for support, see here.

To see a recap video of all the incredible NIAW moments, press play below!

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A post shared by Progyny, Inc. (@progynyinc)

The post Reflecting on National Infertility Awareness Week 2025 appeared first on Progyny.

This Endometriosis Awareness Month, in addition to connecting you with the support you need to manage your condition and achieve your lifestyle goals, we’re also offering up ways your colleagues, managers, and HR teams can help create an environment where you feel seen, heard, and supported at work. 

What is endometriosis, and why does it take so long to diagnose? 

Here’s a quick overview of endometriosis —aka “endo” for short—for the uninitiated: Each menstrual cycle, the lining of the uterus, aka endometrium, is shed through the vagina. In a woman experiencing endometriosis, that same type of endometrial tissue is found outside the uterus creating painful inflammatory implants. These inflammatory implants can lead to cysts that grow within the ovaries (“endometriomas”); scarring and/or scarring and blockage of the fallopian tubes; endometriosis lesions can form over the bladder, bowel, even within the lungs for some affected individuals. Symptoms include:  

• Pelvic pain (often not just during the menstrual periods) 

• Irregular spotting between periods 

• Painful bowel movements or difficulty with bowel movements 

• Bladder pain and/or urgency 

• Blood in the urine 

• Lower back pain 

• Chronic fatigue 

Endometriosis can be associated with an increased risk for infertility. The cause of endometriosis is unknown, and many conditions have similar symptoms. Endo can be confused for everything from irritable bowel syndrome (IBS) to sciatica—and many of these potential diagnoses are easier to check out. Although pelvic exams and imaging tests can offer clues, the only current way to confirm endometriosis is through a laparoscopic surgical procedure. This procedure is expensive and invasive, so it’s generally not a physician’s first stop. 

An endometriosis diagnosis is categorized as one of four stages: minimal, mild, moderate, and severe—staging is performed at the time of surgery. Interestingly, the stage of endometriosis does not always correlate with the degree of pain the person experiences.  

Treatments to help manage endometriosis symptoms include: over the counter pain medication (NSAIDs) such as ibuprofen or mefenamic acid; hormonal suppression either with a birth control pill or progestin IUD.  If these methods are not effective, your provider might suggest other forms of hormone suppression (i.e., GnRH agonist or GnRH antagonists).  Bear in mind that these hormonal treatments are not indicated if you’re actively trying to conceive (though the GnRH agonists /antagonists may sometimes be prescribed for certain fertility treatments in combination with other fertility medications).   

If medication does not help improve endometriosis symptoms, your physician may discuss the possibility of surgery to try and resect (remove) endometriosis implants/scarring. Pelvic physical therapy as well as acupuncture have been shown to be useful in managing endometriosis symptoms for some women. 

How you can find support for endometriosis 

It can be distressing to live with endometriosis, and finding support from those around you can be life changing. 

• Know you’re not alone. Explore resources such as Progyny’s educational library and the  “This Is Infertility” podcast, which tells the stories of many women with endometriosis. Additional educational resources can be found at American College of Obstetricians and Gynecologists and American Society for Reproductive Medicine. 

• Find other women in your shoes. Check out the dozens of endo support groups on Facebook; some are even geographically based. You may also want to explore the several online endometriosis-focused communities active on other social media networks, like Reddit, and through advocacy organizations. These groups can help you cope with the physical pain as well as offer safe spaces to talk about endo’s effect on your sexual health and fertility. 

• Advocate for your employer to provide a health benefit with a network of experienced providers who will take a holistic approach to treatment. The physical pain of endometriosis significantly impacts a person’s whole being, so it’s important you have access to resources that support your mental and financial health in addition to your physical health. For example, Progyny Care Advocates (PCA) work with members to connect them with resources that support any aspect of a women’s health journey, whether it’s finding a reproductive endocrinologist, navigating family and medical leave, or addressing the financial stresses of fertility treatments. 

How workplaces can provide support for endometriosis 

Cultivating supportive work environments can make a world of a difference for those with endometriosis. Whether you suffer from the chronic condition yourself or just want to make sure those around you feel supported – here are a few things you can do. 

• Normalize the conversation. Creating a culture of openness around reproductive health issues can help break the stigma. Encouraging discussions about workplace flexibility for health needs benefits all employees. 

• Be an ally. Even if you don’t have endometriosis, you can be an advocate. Offer support, listen without judgement, and help colleagues navigate workplace policies that may help them.  

• Provide comprehensive women’s health benefits. Many employees suffer in silence because their health benefits don’t cover specialized care. Employers can provide benefits that include access to endometriosis specialists, fertility support, and mental health resources so women can perform their best at home and at work.  

Explore Progyny’s endometriosis resources 

Addressing endometriosis isn’t as simple as popping an aspirin, using a heating pad, or indulging in some dark chocolate—the “normal” coping mechanisms for that “time of the month.” Managing endometriosis requires knowledge and support, and Progyny is here for you. Learn more about endometriosis and explore related resources, including infographics, podcasts, and blogs. 

• What is Endometriosis?  

• This is Infertility – Fertility 101: Endometriosis 

• Understanding How Endometriosis Impacts Your Fertility 

• Endometriosis 101 

• Battling Endometriosis; A Decade Later 

• This is Infertility – Endometriosis & Fertility: Jessica Smith-Payne   

• This is Infertility – Endometriosis and Fertility: Trying IVF Before Being Diagnosed   

• This is Infertility – Endometriosis and Fertility: Promoting Awareness through Endo What?   

• This is Infertility – Endometriosis and Fertility: Finding Support Through a Facebook Group: Nancy’s Nook   

• This is Infertility – Endometriosis and Fertility: The Purpose of the Endometriosis Foundation of America  

• This is Infertility – Endometriosis and Fertility: The Intersection Between Endometriosis and Sex 

The post If you have endo, you’re not alone—and you shouldn’t have to navigate it alone appeared first on Progyny.

For Darrin Golden, Executive Director of the Family Medical Care Plan (FMCP), his decision to lead the effort to add infertility benefits quickly paid off. After doing a thorough review and presenting the information, the trustees of the International Brotherhood of Electrical Workers (IBEW) wholeheartedly endorsed the addition of the benefits. Within this largely male-dominated industry, Darrin and the team have seen the impact that fertility coverage can have on families. Improving the benefits for the women who are participants in a health plan translates to changing the world for one labor union worker at a time.

“One person can’t change the world, but you can change the world for one person”.

Watch the video to learn more about the impact of infertility benefits at IBEW-NECA (International Brotherhood of Electrical Workers – National Electrical Contractors Association).

The post Changing lives with fertility and family building in the labor market appeared first on Progyny.

At Progyny, we’ve seen firsthand the health equity issues that contribute to ongoing disparities in care for Black women, especially during pivotal life moments. Our benefit is designed to ensure everyone has access to the support and guidance they need throughout their family-building journey and beyond. 

A closer look at healthcare issues among Black women 

Disparities in healthcare for women who identify as Black are exacerbated by persistent social, economic, and historical injustices. Studies show that Black women are twice as likely to experience infertility as other groups and half as likely to seek treatment. A study from the Kaiser Family Foundation sheds light on this reluctance: 

• Approximately one in five Black women (21%) report being treated unfairly in a healthcare setting because of their race or ethnicity—a higher rate than all other adult demographics. 

• Reports of unfair treatment are even higher among Black women whose self-reported skin tone is “dark” or “very dark.”  

• Twenty-two percent of Black women participating in the study said they were refused pain management medication while pregnant or during childbirth. 

These barriers to accessing healthcare are even more alarming considering health and environmental and societal factors that uniquely impact this community: 

• Black women are disproportionately affected by uterine fibroids, common and benign pelvic tumors linked to miscarriage, preterm delivery, and other birth complications. In one study, fibroids were found to be three times more prevalent in Black women than in white. 

• Cardiovascular disease kills more than 50,000 Black women each year, according to the American Heart Association. According to the Centers for Disease Control and Prevention (CDC), one in 365 Black babies is born with sickle cell disease, and more than 90% of the people in the U.S. affected by sickle cell disease are Black. 

And this alarming statistic from the CDC: Black women are three times more likely to die from a pregnancy-related issue than white women. 

But, with the right care at the right time, we can close the health equity gaps that lead to increased rates of adverse outcomes for Black individuals. 

“The first step is to increase awareness that these disparities exist. Providers must acknowledge their own biases and understand how these influence their decision making, referral practices and patient care. BIPOC women should be screened for high-risk conditions in their early reproductive years, so that chronic conditions may be managed or prevented. We must also consider social determinants of health such as community and work conditions, social norms, economic policies, and systems within healthcare which may have an equal or greater impact on the health of BIPOC women.”

Desireé M. McCarthy-Keith, MD, MPH, Board Certified Reproductive Endocrinologist | Medical Director-Atlanta, Shady Grove Fertility 

Removing barriers with Progyny 

Progyny’s member benefits offerings are designed to support women from preconception through pregnancy, postpartum, and menopause. These benefits are valuable to women of any demographic, but they’re particularly important when addressing issues of equity and barriers to access. Highlights include: 

• Progyny’s 1:1 member matched/concierge support, which offers culturally competent member support and care. Our Progyny Care Advocates (PCA) are clinical experts who are versed in the challenges of equitable access to care. They understand the importance of feeling seen and proactively reach out to ensure each member gets the whole-person care needed to drive successful outcomes—nurturing that critical connection between physical care and mental health. 

• A credentialed, vetted network of top fertility and women’s health specialists across the country. Living in a healthcare “desert” shouldn’t be a barrier to accessing the care you need. 

• Fertility coverage that includes screening for monogenic disorders that can disproportionately affect specific racial and ethnic groups. 

• Comprehensive benefits that acknowledge and address the physical and mental impacts of menopause, including destigmatizing education on the topic and understanding of menopausal symptoms. (Did you know that, on average, Black women begin experiencing menopause symptoms more than eight months earlier than white women—and their symptoms can last nearly twice as long?) 

Progyny’s mission is to empower healthier, supported journeys, with comprehensive care that addresses the specific needs of each and every woman’s journey.

The post Spotlight on Black women’s health equity appeared first on Progyny.

January is about beginnings, including the start of a new health benefit year for most companies and organizations. So, it’s too soon to start asking your employer to add a fertility and family building benefit, right? 

No. In fact, the earlier you begin, the better. And don’t be shy: 64% of benefits leaders say they brought on or changed their fertility benefit because an employee asked. 

Understand the playing field

While you’re focused on the new current plan year, your company’s leadership is already looking ahead to the next. What benefits will our employees use? What will our employees need in 2026? And—this is where you come in—what benefits will help us recruit and retain long-term talent? 

Progyny has a wealth of resources to help you make the case for providing a comprehensive women’s health benefit: 

• Understand what your company currently offers. Use our worksheets to evaluate current and potential offerings. We have worksheets available whether you have an existing fertility benefit or not.

  • Fertility coverage worksheet for companies with a current benefit
  • Fertility coverage worksheet for companies without a current benefit

• Prepare to speak to HR. Visit Progyny’s Talk to HR resource center to increase your knowledge base. You’ll find articles, one-pagers, factsheets, and podcast episodes to help you get the conversation going. For example:

  • 4 Steps to Start the Conversation Around Fertility and Family Building is a great “cheat sheet,” with stats that support the value of a Progyny benefit to your employee team. For instance, did you know that one in six people globally are impacted by infertility? Or that 79% of the LGBTQ+ community who plan to build a family would consider switching employers because of fertility benefits?
  • Need to gather your courage? Be inspired by this episode of the This Is Infertility podcast. Chrissy Hogie’s long fertility journey made her realize she could be the one to “push” for adding a comprehensive women’s health benefit to her employer’s offerings.

• Ready to ask for a meeting? We’ve got a customizable email template for that. Depending on your level of comfort, you might want to share some of your personal story, or you can pass along some of the compelling facts and figures from our Tips to Get the Conversation started document.

• Prepare to make the financial argument. Progyny recently surveyed 30 CFOs on the cost-benefit calculations they make when considering adding new employee benefits. Use this intel to understand the perspective of everyone at the decision-making table.

A fertility journey can be complex, but advocating for your own healthcare can be a transforming, empowering experience, like it was for Amanda Lesesne. Read Amanda’s story, and remember that you are taking control of your future and the future of other families in your shoes.  

To stay up to date on all the resources we have to offer to help you engage your HR team around fertility and family building benefits, sign up for email alerts in the form below. 

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