“Are Your Benefits Designed to Meaningfully Support Women?”

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Email* This field is required.By completing this self-assessment, you consent to Benchmark Benefits contacting you regarding your results and related advisory services. Your information will be handled in accordance with our privacy policy
example@example.com
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Organization“By completing this self-assessment, you consent to Benchmark Benefits contacting you regarding your results and related advisory services. Your information will be handled in accordance with our privacy policy
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Pay Equity: How does your organization approach pay equity?* This field is required.
We conduct formal pay equity audits and make adjustments as needed
We rely on standardized pay bands without conducting specific equity reviews
We review compensation periodically as part of broader compensation planning
I don't know
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Parental Leave: What best describes your parental leave offering?* This field is required.
Leave policies meet minimum legal requirements
Paid leave with salary top-ups designed to reduce financial strain
Paid leave aligned with statutory requirements and company standards
I don't know
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Fertility & Family Building: What level of fertility or family-building support is available?* This field is required.
Limited or capped fertility coverage
Coverage is available through general health spending accounts only
Comprehensive coverage for fertility treatments and/or adoption/surrogacy
I don't know
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Women’s Health & Menopause: How does your plan address women's health needs?* This field is required.
Coverage available through general practitioner or extended health benefits
Specific drug coverage for menopause care and women’s health specialists
Coverage limited to standard health plan inclusions
I don't know
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Mental Health Coverage: What best describes your mental health support?* This field is required.
Coverage provides a moderate number of sessions annually
Coverage supports ongoing therapy (including virtual) over time
Coverage provides a small annual cap per employee
I don't know
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Caregiving Support: How does your organization support employees with caregiving responsibilities?* This field is required.
Flexibility is offered case-by-case through managers
Employees use vacation or unpaid leave when caregiving needs arise
Formal caregiver leave, or benefits are built into policy
I don't know
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Flexibility: What best reflects flexibility in your organization?* This field is required.
Flexible arrangements are available but role-dependent
Flexible arrangements are formalized and there is a clear path for each employee
Flexible work is common but varies by team or leader
I don't know
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Benefits Access: Who is eligible for benefits?* This field is required.
Benefits are available to full-time permanent employees
Benefits eligibility is limited by tenure or employment status
Benefits extend broadly across employee types and roles
I don't know
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Measurement & Review: How do you assess whether benefits are working?* This field is required.
We review utilization and retention data by gender and career stage
We review benefits periodically during renewal discussions
We review overall utilization trends annually
I don't know
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Employee Input: How is feedback on benefits gathered?* This field is required.
Feedback is gathered during engagement surveys
Feedback is collected informally when concerns are raised
We proactively survey employees and adjust benefits accordingly
I don't know
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Your Score16–20 → Strategically Designed & Built to Support Your benefits are intentionally structured, proactively measured, and aligned with real-life stages. Support is embedded in design, not added reactively. 10–15 → Strong Foundation, Noticeable Gaps Core benefits are in place, but coverage, accessibility or measurement may be inconsistent. Your approach is solid, but not yet fully strategic. 0–9 → Standard or Outdated Benefits meet general or compliance-level standards but may not reflect the evolving realities women face at work. Structural gaps are likely impacting retention and advancement.
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