Levelling the field: how workplaces can help to raise awareness of gender bias in healthcare

What is gender bias in medicine? How does it affect individuals? And what can employers do to promote equitable, comprehensive care in the workplace?

Imagine living with chronic pain for nearly a decade before receiving a diagnosis. Unfortunately, for many people across the world, this is a common reality.

This prolonged diagnosis can stem from various factors, including limited research into certain conditions and disparities in access to healthcare, particularly in poorer countries. However, one significant and often overlooked factor is medical bias.

What is medical bias? Medical bias occurs when prejudices or assumptions about a person’s race, age, gender, disability, or socioeconomic status influence the way they are treated within the healthcare system. These biases can manifest in several ways, such as dismissing symptoms, delaying diagnoses, or providing inadequate treatment. For example, older patients might have their health concerns attributed to ‘normal ageing’, rather than being thoroughly investigated.

However, one of the most pervasive forms of medical bias worldwide is gender bias, particularly against women.

Why is gender bias in healthcare an issue? Historically, medical research and treatment guidelines have been centered around male bodies, often neglecting the specific health needs and symptoms of women. This has led to a significant gap in care, where women’s symptoms are more likely to be dismissed as psychological or exaggerated. Conditions like polycystic ovary syndrome (PCOS) and even heart disease often go undiagnosed or are misdiagnosed in women, simply because their symptoms do not match the ‘typical’ presentations seen in men.

Gender bias in healthcare also means that women are sometimes subjected to longer wait times for diagnosis and are less likely to be prescribed pain medication compared to men, even when reporting similar levels of pain. This not only affects their physical health but also their mental and emotional well-being, as they struggle to find validation and relief from their symptoms.

For example, endometriosis – a painful, chronic condition which is commonly mistaken for other conditions such as IBS – is misdiagnosed in more than 90% of cases. It takes a global average of nearly seven years to be properly diagnosed, and even then it can take three years for women to receive treatment. And yet, one in 10 women are affected by it. This delay in diagnosis can lead to unnecessary treatments and have a significant impact on a woman's quality of life.

Understanding and addressing these biases is crucial for leveling the healthcare playing field and ensuring that everyone, regardless of gender, receives the care they need.

How employers can help At first, it might seem like there is very little that an individual business can do to address gender bias in healthcare – after all, it is a complex, global phenomenon which has only recently received widespread attention.

However, there are several steps that employers can take to break down the barriers and tackle taboos surrounding support for female patients in medicine. In doing so, they can help to foster a more inclusive workplace community, where women feel empowered to seek further help for their conditions. And, ultimately, a healthier, happier workforce is a more productive and efficient one.

Operating with empathy: Without an official diagnosis from a healthcare professional, it can be difficult for employees to access the additional support they need, such as sick leave. However, employers must understand that, just because an employee has not received an official diagnosis, it does not mean they’re not unwell. As an employer, it is important to take an understanding and empathetic approach to offering support.

Make employees aware of the support that is available to them, such as flexible working policies. Providing employees with the opportunity to work from home when required, or allowing flexible hours, could be hugely beneficial.

Awareness Initiatives: One of the most effective ways employers can combat medical bias is by driving awareness of commonly undiagnosed or misdiagnosed conditions. This can help to foster a more informed and empathetic workplace, and it can also help people who believe they may be experiencing an illness to speak up and get support.

For example, employers can provide access to educational resources that highlight the importance of recognizing the symptoms of commonly misdiagnosed illnesses, and the steps that employees can take to advocate for themselves.

Comprehensive Coverage: Another crucial way employers can support their employees is by offering comprehensive corporate healthcare plans and signposting the support available.

For example, GulfCare provides tele-health services which enable employees to access remote consultations with licensed medical practitioners from anywhere, at any time. The service connects employees with an extensive network of specialist doctors who practice evidence-based medicine, modeled on NHS guidelines.

GulfCare also provides access to quality care and 24/7 monitoring via its Hospital at Home® Program, to ensure ongoing support.

Living with an undiagnosed chronic illness can have an adverse impact on a person’s mental health. That’s why a company’s healthcare coverage must accommodate mental health services. Businesses that partner with GulfCare also benefit from access to its Employee Assistance Program (EAP). Among its many benefits, an EAP provides employees with 24/7 access to counselling services which can help individuals and their dependents navigate a range of challenges. 

About GulfCare

GulfCare is a leading provider of corporate healthcare plans. Based in Dubai, it works with businesses of all shapes and sizes across the GCC to provide tailored plans that meet the needs of their employees. 

To learn more and receive a complimentary quote, contact us today.