Men’s healthcare research receives twice the funding

WHAT’S ON DECK

• Tell Me More: The Economy Wins When We Invest in Women’s Health. So Why Haven’t We?

• Troublemaker Spotlight: Anneliese Olson, President, Imaging, Printing and Solutions at HP 

• Dear FQ: I Deserve a Raise. How Do I Ask for It?

• Poll the Pack: We Need to Talk About Retirement... Now

TELL ME MORE

In the U.S., diseases affecting men receive 2X as much funding as those affecting women

Feeling dismissed by a healthcare provider is an all-too-real topic of conversation among women. And research shows it’s not “just period cramps.”

Here’s a look at the current state of healthcare for women:

• Almost 50% of young women report negative healthcare experiences 

• Women spend 25% more of their lives in poor health than men

• 29% of women say their doctor has dismissed their concerns

The more you dig, the easier it is to see that the historic exclusion of women and minorities in medical research has perpetuated a healthcare system that dismisses 50% of the very patients it exists to help. The gender health gap is a wide one that exists between women’s health and hundreds of years of unconscious bias that dismisses, misdiagnoses, or mistreats symptoms—all because the female body is a “big mystery.”

According to the National Institutes of Health, diseases affecting men receive twice as much funding in the U.S. as those affecting women. In 2020, only 1% of funding for healthcare research and innovation (beyond oncology) was invested in women’s health. This is not news. Women have historically been excluded from clinical research, leading to the gender data gap, because their hormones and cycles were seen as “too complicated.”

It wasn’t until 1993 that women were finally required to be included in clinical research, with the passage of the NIH Revitalization Act. As a result, much of modern medicine was developed with research done exclusively on men. In 2015, the NIH implemented a policy requiring that all applicants for NIH grant funding consider both male and female participants in every aspect of their research—from the formulation of research questions to study design, data collection, analysis, and reporting. Researchers must either account for sex as a variable or provide a strong enough reason for why only one sex should be examined.

What’s needed going forward? Research and investment in women’s health.

• The World Economic Forum predicts that closing the gender data gap would add an average of 500 days to the life of every woman around the globe, or an average of seven extra days per year throughout their lifetime.

• By 2040, investing in women’s health could add up to $1 trillion to the global economy (yes, trillion), say some economists.

• Women’s health startups received over $1.19 billion in fundraising in 2024.

What’s accelerating the pace of progress even further? Publicity.

Gone are the days of women’s health being a taboo topic. Celebrities from Michelle Obama to Halle Berry and Naomi Watts have sparked public conversations about menopause on talk shows, podcast interviews, and international stages. A-listers Gwenyth Paltrow, Drew Barrymore, and Cameron Diaz took the matter one step further by contributing to a $28.5 million fundraising round for a telehealth startup for menopause and perimenopause.

Is there still work to do? Yes. But as Dr. Bayo Curry-Winchell says, "Looking back informs how to look forward.”

Let’s get moving.

TROUBLEMAKER SPOTLIGHT

Anneliese Olson, President, Imaging, Printing and Solutions at HP   

Anneliese Olson’s rise to the presidential level of HP is not an overnight success story or a tale of lucky breaks. It’s the story of a hardworking intern in Boise, Idaho. Anneliese took an internship at HP at the suggestion of a college marketing professor. 30 years, a few moves, and one zero-gravity flight later, she’s now a well-respected global leader at HP with her own style and a resume that should inspire every intern.   

FQ: What’s the worst career advice you’ve gotten?

AO: “You need to change your style or personality to be successful.” I tried this early on in my career, and it felt like wearing a shirt that didn’t fit. Now as a leader, I coach on building self-awareness to become the most effective, but never style. Style is what makes us who we are, and I embrace that.

What’s the best piece of non-obvious career advice you’ve gotten?

You can have it all, just not at the same time.

When my kids were little, I chose to step out of a global role to have a U.S.-based job so I could reduce travel time and days away from home. And now that I’m at a senior leadership level, I have more bandwidth to work, stepping into bigger and broader responsibilities. And so I choose how I integrate my work and my life differently. It’s about being deliberate with the choices you make and being clear on what your non-negotiables are at a personal level.

What was a “heartbeat moment” for you in your career?

In 2010, I took a leadership role with HP in Singapore. This was truly a “Sliding Doors” moment that changed the course of my life forever. Stepping through that aperture meant being ok with risk, that even if I failed, international experience is on my resume. The seven years I spent in Asia Pacific was the richest chapter of my life, both professionally and personally, and my family and I got to experience a new culture and broaden our perspective on the world. 

Imagine you just received the marketing version of an Emmy award. Who are the three people you’re thanking that aren’t at your current gig?

My mom for teaching me and my sisters the value of hard work, that we should make things better than when we found them, and that we should be in service to other people and our communities. Plus, she is a badass in how she is living her life at 80 years old.

Stu Pann for representing me when I wasn’t in the room from a sponsorship perspective, and making sure opportunities were presented to me at the right time and in the right way.

Alan Reed for taking a risk in hiring me when I moved from HP’s Print business to the PC business. He taught me to be true to myself, and taught me everything I know about the PC business. Alan really catapulted my learning and my career, helping me unlock new skills and capabilities, which ultimately led to that opportunity in Singapore.

Where have you caused trouble?

I am happy to pull things out from the shadows. I am all about naming the problem and getting to work on fixing it.

DEAR FQ

Your burning career questions answered

Joanne Bradford of The Female Quotient weighs in: 

I completely understand that this is a delicate situation—you want to advocate for yourself while maintaining positive relationships. Here's how you can approach this:

1. Prepare Your Case: Document your achievements, especially those that directly impacted the company. Research market rates for your position and experience level, and note any additional responsibilities you've taken on, noting areas of learning and growth.

2. Timing Is Everything: Schedule a dedicated meeting with your manager around performance reviews or project completions. Avoid high-stress periods for the business, as this can really impact decision-making.

3. Start with something like, "I really value my role here and appreciate the positive feedback I've received. Based on my contributions over the past [time period], particularly [specific achievement], I'd like to discuss adjusting my compensation to better reflect my current responsibilities and value to the company."

4. Be Specific: Present your research and achievements and have a specific number or range in mind. My advice is to focus on your value to the company, not personal needs.

And lastly, be prepared to discuss alternative forms of compensation. Things like additional benefits, professional development, and more might mean a lot to you and be easier for the company to say yes to. If the answer is "not now," don’t be afraid to ask questions. Ask for details like, "I understand. Could we discuss what specific goals or metrics I need to meet to qualify for a raise, and set up a timeline to revisit this conversation?"

This approach will keep the conversation professional and focused on your value to the organization rather than your personal needs or comparisons to others. You got this!

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Most employees are saving for retirement

Saving for the future doesn’t have to mean sacrificing your quality of life today. The sooner you can start setting aside funds for the future, the more returns you’ll see over time. We all know this, so what’s standing in the way of us taking action?

37% of Americans don’t have enough in their rainy day fund to cover a $400 emergency expense. According to personal finance expert Tim Maurer, that’s because we often see the future version of ourselves as a completely different person.

Taking the time to connect with the “future version” of you or the “retired version” of you by sketching out what you want life to look like, where you want to travel, and what you want to spend or splurge on, can help. Connect that version of yourself to where you are now. Find similarities that will make saving personal now, and not a matter of importance for future you who lives on a yacht in the Bahamas.

Moral of the story: Invest in women, put away that extra cash, and don’t discount the power of an internship. Future you says thanks.   

Xo,

The FQ