When we talk about gender diversity and inclusivity, particularly in the workplace, it’s often easy to overlook a crucial area: healthcare. It’s vital that organisations consider not just what policies they have in place but how those policies impact both cisgender and transgender women—especially when it comes to medical treatment.
Take menopause as an example. Whether we’re discussing menopause or menopause-like symptoms, the issue is the same: the treatment solutions are identical, regardless of whether the individual is cisgender or transgender. One such treatment is vaginal estrogen—a gel, cream, or insertable nodule that can address several issues many women face as they enter menopause or experience similar symptoms due to hormone management.
In my case, I experienced medically induced menopause, something my GP confirmed through blood tests. This brought forward three key issues that needed addressing. First, a noticeable loss of bladder control, which reached the point where I had to plan my day around bathroom stops. This is not uncommon for women going through menopause, and it impacts both cisgender and transgender women alike.
The second issue was a urinary tract infection (UTI), which I treated, but my GP suggested a broader solution—vaginal estrogen. The research is clear: vaginal estrogen cuts the rate of UTIs in women over 50 by over 50%. This is significant and applies to both cisgender and transgender women with vaginas, whether surgically constructed or otherwise .
The third issue, though more secondary, was the lack of natural moisture in the vaginal canal and the associated sensitivity. Using estrogen cream greatly improved both areas.
This is the punchline: the problem and the solution are the same, whether you are cisgender or transgender. These parallels matter, especially when we look at corporate policies. Are companies ensuring that their healthcare offerings for female employees over 50—whether cisgender or transgender—are comprehensive? Is there parity in the coverage, the time allowed for recovery, and the treatments available?
For clarity, I prefer the term “menopause-like” when referring to my personal situation as my experience is medically induced, a consequence of my GP’s decision to reduce my estrogen due to availability issues. That brings up another common misunderstanding—the notion that shortages of estrogen are due to trans women. This couldn’t be further from the truth. In 2021/2022, an estimated 1.93 million cisgender women in England were prescribed HRT , compared to a significantly smaller number of trans women receiving estrogen treatment. As of 2022, fewer than 8,000 trans women in the UK were estimated to be on hormone treatments . The real issue is the ageing population and the increased demand for these treatments, not a small group of trans women.
What’s striking is that, until recently, much of the medical community hadn’t even focused on women’s health in a serious way, let alone looked into transgender-inclusive research. So, while the solutions are there, the conversation around them is only just beginning.
From a gender diversity perspective, this is just one of many ways to draw parallels between the experiences of cisgender and transgender women. It’s also a call to action for corporations: when thinking about employee care, ensure the policies in place support all women, recognising that the medical needs—and solutions—are often the same, no matter their gender identity.
Take Action: Engage in Conversations That Drive Change
As we continue to recognise the shared experiences of cisgender and transgender women in healthcare, it’s equally important to address the broader challenges women face in the corporate world. From leadership struggles, such as being overlooked or needing male allies to amplify our voices, to the everyday realities of safety and respect in the workplace, these are not isolated issues—they impact all women.
If you’re part of a Women’s Employee Resource Group (ERG) or looking for ways to drive gender inclusivity in your organisation, I’m available for speaking engagements. Through sharing my own journey—from finding my voice at the leadership table to navigating the expectations placed on women in corporate environments—I aim to spark meaningful conversations about what true inclusion looks like.
Together, let’s create a workplace where every woman feels safe, heard, and valued. To inquire about speaking opportunities or workshops for your team, please reach out here via LinkedIn or email cynthiafortlage@cynthiafortlage.com .