Finding My Voice in a Changing Industry

When I started my career in business development and employee benefits, the industry looked pretty different. Leadership teams in the benefits world—like in many others—were largely male, especially in senior roles. I remember sitting in meetings early in my career where I was one of the only women at the table. That experience shaped how I approached my work, but it also taught me the value of finding and using my voice.

Now, I’m encouraged by the change I’ve seen over the years. More and more women are stepping into leadership roles in benefits strategy, human resources, and wellness consulting—and we’re bringing fresh, needed perspectives to the table. We’re not just implementing policies; we’re helping define what the future of work looks like.

Why Women’s Voices Matter in HR and Benefits Strategy

The truth is, women bring unique insights to conversations about employee well-being, inclusion, and culture. Many of us have navigated working while raising children, managing households, supporting aging parents, and balancing multiple roles. That lived experience gives us a strong sense of what employees truly need to thrive.

I believe women in benefits leadership are helping shift the conversation from simply “checking boxes” to asking deeper questions like: Does this policy support real-life balance? Are our benefits inclusive and equitable? Are we really listening to our employees’ needs?

As women continue to step into these roles, they’re influencing not just the benefits offered, but the overall experience of work. We’re helping design environments where people feel supported, valued, and able to bring their whole selves to the job.

Building Empathy Into the Strategy

I’ve always believed that empathy is a strength in leadership—not a weakness. And that’s something I see more women leaders bringing to the forefront in benefits and HR roles. Whether it’s expanding mental health coverage, improving parental leave policies, or offering flexible work options, these decisions are often rooted in an understanding of what it’s like to juggle multiple priorities in real life.

We’re moving away from one-size-fits-all programs and toward personalized, employee-centered strategies. This is especially important as today’s workforce becomes more diverse—not just in gender, but in age, race, culture, and lifestyle.

In practice, that might look like offering a range of mental health resources, not just one app. Or supporting working parents with backup childcare and phased return-to-work programs. Or thinking beyond traditional benefits to include things like fertility assistance, financial wellness tools, or support for caregivers.

Mentorship and Representation Matter

One of the biggest shifts I’ve seen is the power of women mentoring other women. I’ve had strong mentors in my own career—some women, some men—who have helped me grow and find confidence. But there’s something incredibly powerful about seeing someone who looks like you succeed in a space where you once felt like the only one.

Representation really does matter. When women see other women leading, speaking up, and driving change, it creates a ripple effect. It tells the next generation of professionals: “There’s space for you here, too.”

And as leaders, we have a responsibility to make that space wider and more inclusive. That means lifting others up, sharing knowledge, and being transparent about the challenges we’ve faced.

The Balancing Act Isn’t Easy—But It’s Worth It

Like many working moms, I’ve had seasons where it felt like I was holding everything together with duct tape and coffee. Between work, travel, raising kids, and staying connected to my community, the juggle is real. And while the phrase “work-life balance” gets tossed around a lot, the truth is, it’s never perfectly balanced.

But what I’ve learned—and what I often share with my clients—is that the support we offer employees in these moments makes all the difference. Whether it’s the flexibility to attend a school event, the reassurance of strong healthcare coverage, or simply knowing that your employer values your whole self, those things build trust and long-term loyalty.

That’s why I love what I do. Helping organizations build benefits strategies that work for people—real people, with real lives—is deeply rewarding. And seeing more women lead that work gives me hope for where we’re headed.

What’s Next: Creating Even More Space for Women to Lead

We’ve come a long way, but we’re not done yet. I want to see more women in executive roles, more women shaping policy, and more women sitting at the table when key decisions are made. I want benefits teams and HR departments that reflect the diversity of the workforces they serve.

That means continuing to speak up, take risks, and advocate for ourselves and others. It also means pushing organizations to not only invest in benefits programs—but to invest in the people who design and lead them.

When women lead in benefits and HR strategy, we create workplaces that are more thoughtful, inclusive, and human. And in today’s world, that’s not just good business—it’s essential.

If you’re a woman working in this space, I hope you know how valuable your voice is. Keep raising it. Keep advocating for better. Keep showing up as your full self. And if you’re in a position to lift someone else up—do it. We’re building something powerful here, and it’s just the beginning.