Introduction
Ra ne dc r euvi tei rnyg eamn dp lroeyt ae irn. Oi nngewwoamy etno edmo pt lhoayte iess taot faol lc ul esv eo lns ws hoomu ledn b’ se hae taol tphp. rI ni o frai tcyt , f o“ Cr oamn y- pb ea tnt ieers rtehtaetnot if of enr oc fo fme mp rael he eenms ipvleo ys eu epsp, oarnt df omr ows ot mi mepno’ sr thaenatl ltyh, thhaevye hhei lgph ei mr pp rr oo vd eu chtei va il tt yh, oEumtpcolomyeesrsfoCranwSoumpepno,”rtaWccoomrdeinng’stHoeaalHtha.rvard Business Review article titled How U.S. 1 The message may be getting through. During and after the pandemic, many employers began offering benefits like more childcare support and flexible time off to retain wom - ei nn .dWi v oe rms ietny, aerqeupi tlya cai nn dg ei nmc lpuhsai os ins aonnd waor er kci no mg fmo ri t toerdg at no i zmaat ikoi nn sg tshuarte vtahlaute eamn pd l oi nyveeesst’ day-to-day experiences are in line with their personal values and promote well-being. One place to start is cardiometabolic health, or heart, blood and blood vessel health. Cardiometabolic diseases include (but are not limited to) heart attack, stroke and di - abetes. This guide explores how being female impacts the incidence, prevalence and outcomes of cardiometabolic disorders.
1 https://hbr.org/2022/06/how-u-s-employers-can-support-womens-health
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