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Female-Led Women's Health Apps Are Leading the Way in Data Privacy

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This June marks the one year anniversary of the landmark Dobbs v. Jackson Women’s Health Organization decision that overturned Roe v. Wade, effectively ending a woman’s constitutional right to abortion in the United States. In its aftermath, a resounding alarm echoed throughout the tech world and among health app users over data privacy and protection. The growing concern is that prosecutors in states with abortion bans (now 14 states) could subpoena data, such as location, search history, and personal health information, to criminalize individuals in abortion-related cases. 

The allure of logging health details into an app is simple: ease, function, the ability to take control of your health, and informative feedback/insights at the touch of your fingertips. But unlike traditional medical records, the Health Insurance Portability and Accountability Act (HIPAA) does not protect this data as it is intended for personal use. With no federal legislation in place, it’s up to tech companies themselves (or individual states) to ensure data privacy and protection for consumers. 

Ever since the Supreme Court draft decision was leaked in May of 2022, women’s health apps, namely period-tracking apps, have been catapulted to the forefront of debate over ethics, data privacy, and protection. Thousands on Twitter called for the deletion of period-tracking apps altogether. The explosive divide and demand for change highlighted a growing mistrust among users and tech companies.

To fully grasp the gravity of the implications is to understand how many women nationwide rely on these programs. Nearly a third of women in the United States have used a period-tracking app, according to a 2019 survey from the Kaiser Family Foundation. One of the most popular apps alone, Flo, has over 240 million downloads and 50 million active users per month. 

Users have increasingly relied on health apps and consented to inputting personal data, but it wasn't until the fallout of Roe v. Wade, that people truly understood the downstream impact of tech without data privacy at the forefront. If they weren't aware before, they certainly are now.

“People are paying attention to the broken systems around our data and how it’s protected,” says Tazin Khan, longtime cyber security specialist and founder of Cyber Collective, a community driven research organization educating individuals on technology, security, and privacy online. “It has ignited the advocates, the ethicists, and the people that care to be fast and move hard to make sure that protection is in place.”

Khan describes data privacy and data protection as two-fold: “Privacy regulation is essentially around the compliance of businesses and how they are maintaining data and hygiene and the way that they’re collecting, storing, and redistributing data,” she says. “It is not about consumer data protection. Consumer data protection is very different, right? Do I have the right to delete? Do I have the right to access my data? Do I have the right to opt out of being opted into something?”

While the overturn of Roe v. Wade has certainly highlighted significant needs for improvement in both categories, it has also brought attention to what some companies are doing right.

Female-led women's health apps putting data privacy first

For Berlin-based period-and-ovulation tracking app Clue, data privacy was always a part of the company’s ethos. Founded and led by women, the Berlin-based app is protected by the European Union’s General Data Protection Regulation (GDPR), one of the strictest data privacy and protection laws in the world. While it covers various aspects of data protection, including websites, it also includes provisions that protect personal data privacy on apps, from consent requirements, to transparency, to user rights, data security, and more.

In light of growing concerns from American users, the app’s co-CEOs, Carrie Walter and Audrey Tsang, released a statement to its community of 11 million active users stating that private health data will never be shared, including to authorities. “Your personally identifiable health data regarding pregnancies, pregnancy loss or abortion, is kept private and safe. We don’t sell it, we don’t share it for anyone else’s use, we won’t disclose it,” says the release. The GDPR establishes protections over personal data and holds organizations accountable with severe penalties for breaching these protections with fines up to tens of millions of euros.

With the advent of the Dobbs decision, privacy advocates and legislators have been working to impose similar federal protections in the U.S. On the state level, select states have introduced comprehensive data privacy laws, such as the California Consumer Privacy Act (CCPA), which grants users more control over the personal data that businesses can collect. Several tech companies in the U.S. have amended their data privacy and protections, largely in response to the demand of consumers, and users have been receptive to these changes.

Also governed by the GDPR is Natural Cycles, the first FDA-cleared birth control app in the U.S., which measures fertility through body temperature. The company is headquartered in Sweden with operations in the United States, Germany, Switzerland, and the UK. Unlike other apps on the market, the company has integrated a subscription-based model, so selling data to third parties was never a part of their revenue stream. (For many companies, it’s common practice to purchase data from third parties for advertising purposes or to gather information about consumer behavior.) 

“We always cared about data privacy and data protection,” says CEO and co-founder Elina Berglund. “But after the Dobbs decision, we felt like we had to take it one step further.” 

Natural Cycles recently developed its NC° Secure program, an advanced data protection program that includes encryption and pseudonymization (a data management system where identifiable information fields are replaced with a pseudonym). Additionally, the company is rolling out a ‘Go Anonymous’ mode. “We’re separating the personal identifiable information from the census related to your health or fertility, such that not even we at Natural Cycles can know which user has sensitive data,” says Berglund. “If one day, we get subpoenaed, we ourselves cannot hand out any information on a user because we don’t know who they are.”  

The only way to link personal identifiable data (such as name, etc.) from sensitive data (such as period data) is through the user’s own key. So while the anonymous user will be able to get the same personalized insights, including fertility status, within the NC° app, there will be some limitations when it comes to getting personal reminders and help outside the app that require both sensitive and personal data (such as email communication, customer support help, account recovery, etc.). Before a user enters Go Anonymous, the app walks them through these limitations and lets them decide if they want to choose that mode or not.

Taking a broader approach to period tracking is Stardust, a free, astronomy-focused app that provides insights on users’ cycle, horoscope, and mood. Owned and operated by women, the company leads a privacy first model (as stated on its Instagram bio) and has been vocal about user protection and transparency in a post-Roe world.  

“Given the current political climate, we have taken rigorous measures to protect users, especially those in states where abortion is being criminalized,” reads Stardust’s privacy policy. “We believe all period trackers should stringently protect the privacy of users—and be transparent about exactly how they do so.”

Stardust’s policy page maps out exactly what data is collected, how it is being used, and addresses burning questions, such as what happens if law enforcement subpoenas information (in this case, the app will not share period data because it is not connected to user’s login information) and how you can delete your data in the app. 

For other apps, such as Drip, privacy is integrated into the fertility app design itself. When the app was created in Berlin in 2017, developer Marie Koschiek wanted to create a safe and trustworthy product that was non-commercial, free, and gender-neutral, using scientific methods for fertility awareness, as well as being secure and open source—meaning the app is maintained and developed through open collaboration. No data is collected and information is stored locally on the user’s device rather than in the cloud. Additionally, the app does not allow any third-party tracking.

“On the day that Roe vs. Wade was overturned, we saw a significant increase in downloads and users from the U.S.,” says Koschiek of the app, which is run by a collective. “We also had people from the U.S. contact us directly to offer help and support for developing Drip.”

It’s no surprise that those looking for low-risk assessment would download an app like Drip. However, the reality is that the zero data collection/locally stored app design is a rarity. In a world where technology plays such a pivotal role in our daily lives, how can we better educate ourselves as users before putting personal health information into an app?

Red flags to look out for, from a cyber security expert

It’s no question that consumers share concerns over confidentiality and lack of security over personal health information. More than 92 percent of people believe privacy is a right and their health data should not be available for purchase by corporations or other individuals, according to a survey of 1,000 patients across the U.S. conducted by the American Medical Association.

When it comes to downloading an app, for health purposes or otherwise, education is the best tool in navigating the tech landscape and determining what apps are more secure. Here, Khan of Cyber Collective breaks down three red flags to look out for before inputting personal information.

1. You don’t get access to the tool unless you share private information

If you can’t sign up for a service without providing your name, email, and address, it’s likely a red flag. Ask yourself, what are they doing with this information and why is it being collected?

2. Terms and conditions are in ‘legalese’

Is the language overly complex and difficult to understand? Does the app ask you to hit accept without prompting you to read through the terms and conditions first? The best privacy policies are written in simple, concise language that answers your questions, as opposed to prompting more. 

3. The app starts asking for access to things that it doesn’t need in order to function

It’s important to think critically about the function of the app and why it is being downloaded. For example, if you download a flashlight app and it starts asking for access to your photos or mic, it’s important to question why. If the answer doesn’t seem right, it’s a sign to delete the app. 

For Khan, education goes both ways— “If you have the propensity and the time, let whatever entity know that you wanted to download the app, but you don’t feel comfortable using it because you saw these red flags,” she says. “Share how you are feeling because tech companies don’t hear enough from us.”

While these women's health apps are taking significant measures to secure and update their data privacy policies and protections, it is important to educate yourself as a consumer in terms of what information you’re sharing and with whom. As technology continues to evolve and play an integral role in our daily lives, it is crucial to have awareness of the function of the apps you’re using, why data is being collected, where it’s being stored, and your rights as a user in the process. 

“If we want real change, we have to lean into curiosity,” says Khan. “We have to ask questions and we have to be informed.” For more information on data privacy and tracking legislation in the U.S., Khan recommends visiting the International Association of Privacy Professionals.

—Written by Danielle Torres

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The Winning Formula for Delivering Constructive Feedback to Your Team

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The fear of damaging relationships with team members or negatively impacting internal dynamics can make it difficult to provide feedback, especially when it involves addressing areas of improvement. However, avoiding constructive criticism altogether can be detrimental to both the individual and the team's growth and development.

In actuality, increased communication can boost retention rates and contribute to a high-performing team. Jessica Kriegal, chief scientist of workplace culture for Culture Partners, emphasizes the critical role of feedback in building a strong team, not just in terms of tactical performance, but also in fostering a positive workplace environment.

Kriegal, who leads research and strategy in best practices for driving results through culture, applies data-driven insights to dismantle the potential chaos of poor morale, low performance, and missed financial goals. According to her studies, the key to delivering effective feedback lies in connecting the dots between the employee's actions, the organization's culture, and its key results.

On a recent episode of WorkParty, Kriegal shared a format for delivering constructive feedback that not only helps employees improve, but reinforces the organization's values and mission:

Action + Cultural Belief + Key Result = Effective Feedback

Instead of simply saying "good job," or "this didn't work" leaders should provide specific feedback that connects the employee's action with their company's cultural belief. This helps the employee understand the context and purpose behind their actions and reinforces the organization's values and mission. This could look like:

You did a great job on that project (action), which is an example of our cultural belief in teamwork (cultural belief), something we want to nurture. As a result of your contribution, we were able to exceed our quarterly revenue goals (key result).

"[It's] connecting dots for employees, and they're able to lean into that action more," Kriegel says. Further, this tactic organically reinforces the organization's values and mission, which can help create a stronger, more cohesive culture.

But how do you know when to give feedback, and how often should you do it? Kriegal says the answer depends on the type of issue you're dealing with. For example, if it's a culture fit issue, it's important as a hiring manager to begin giving feedback early on in the employee's tenure to ensure that they understand and align with the organization's values. If it's a job skill issue, you may need to provide ongoing feedback and coaching to help the employee develop the necessary skills.

Learn more about the best practices that can transform workplace culture by tuning into Kriegal's episode of WorkParty.

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How WFH Impacts People With Disabilities for Better and Worse

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After completing an online master’s degree during the pandemic, Kate Thompson, 48, got offered a teaching position by the university. Due to a degenerative spinal condition, she was able to get an Americans with Disabilities Act (ADA) accommodation that allowed her to work remotely full-time, which was the only way to could have accepted the offer.

“The long commute and long days upright without brief periods where I could work lying down would not have been viable for me,” she says. 

For Thompson (and the 26 percent of American adults have some kind of disability), this type of workplace flexibility was not as feasible before the COVID-19 pandemic because, historically, people with disabilities have primarily been hired for low-income jobs that require being physically present to perform.

However, the shift toward telework necessitated by state-at-home orders opened the door to more opportunities to WFH in various fields. During the pandemic, the portion of the labor force remote working leapt from 17 percent to 44 percent at WFH’s peak in 2020. 

But today, workers with disabilities are more likely to WFH than people without disabilities (an estimated one in five). What’s more, people with disabilities who telework are more likely to be self-employed than people without disabilities. An estimated 4.4 million businesses started during the pandemic, and many entrepreneurs with disabilities were among them. 

Why WFH isn’t a fix-all for people with disabilities

Although this shift has led to some meaningful progress in the workplace for people with disabilities, as well as neurodivergent individuals, it is far from a perfect solution. People with disabilities still face a wage gap (87 cents for every dollar people without disabilities make, according to the U.S. Census Bureau), toxic work environments, and stereotyping.

What’s more, only about 40 percent of people with disabilities are currently employed, compared with nearly 75 percent of people without, according to a January 2023 report by the U.S. Department of Labor. 

Still, people like Jay (who is using a pseudonym) see it as a step in the right direction. An academic who lives with both cognitive and physical disabilities, as well as a compromised immune system, Jay says, “Working from home gives me the freedom to focus on tasks when I have the mental and physical energy for them, and also saves me energy that I would normally spend commuting to and from work.” 

How telework helps people with disabilities balance work and life

Studies show that telework is associated with higher job satisfaction and lower rates of absence for people with disabilities. The study authors explain that WFH may reduce pain and fatigue, as well as offer workers more time for breaks and work-life balance, which both Thompson and Jay say makes working more feasible for them.  

Jay also notes that pursuing their career from home kept them from burning out and compromising their health as a result. “When I realized this, I started working from home part-time, as well as getting other accommodations to make my [in-person] work environment more comfortable and accessible, like asking for a parking spot nearer my office than the regular employee parking or making sure my office is in a building with an elevator,” they say. 

Where WFH levels the playing field for people with disabilities

Another way WFH culture has impacted people with disabilities, specifically those with speech impediments, is that more business is conducted via digital communication, like email and Slack, which allows for fewer meetings and stop-by-the-cubicle talks that normally happen in office settings. 

Recently, John Moore, a marketing strategist who speaks with a stutter, told InclusionHub, digital communication levels the playing field in some ways. “It comes down to being stigmatized. People with speech difficulty get stigmatized for being less intelligent, less educated, and less capable. We know exactly what we want to say, it just may potentially take us longer to say it.” 

For all these reasons and more, people with disabilities are keen to keep working from home, and above all, the National Organization on Disability supports flexible work policies, its associate director of special projects for the organization, Charles Catherine, told CNN. 

What remote workers with disabilities gain in flexibility, they lose in visibility

Being able to work from home certainly has its advantages, but there are downsides to consider that can be especially impactful for already marginalized groups. For starters, WFH may negatively affect an employee’s ability to be considered for promotions and training opportunities.

Furthermore, according to researchers at Georgia Tech, telework also puts constraints on the scope of jobs, workplace environment, and networking abilities of those with disabilities. 

It can also be lonely at times, according to Jay, who says, “Working from home when the rest of my coworkers are in person can feel isolating and make me feel disconnected.” 

Another, less obvious downside is that it reduces the visibility of people with disabilities in workplaces, something Joshua Reeves, a campaign support officer with cerebral palsy, pointed out to Welcome to the Jungle, a company dedicated to recreating how people work.

“I always loved going out, catching trains and talking to people about disability rights awareness and campaigns,” he said. 

How a return to office culture could impact people with disabilities

This new year began with a deluge of back-to-the-office orders and folks with disabilities who’ve benefited from working from home now face the potential of heading back to the office, which could undo some of the progress they’ve been able to make toward more equitable work environments during the pandemic. 

Because each company can decide how its employees work, the ability to telework is decided on a case-by-case basis. “My current position allows me to work from home and teach online, but I know that my next position may not,” Jay says. 

Thompson is in the same position. ”I think that in the near future, it is actually going to be much more difficult to get an accommodation that will allow WFH,” she says. “I think a lot of folks who have disabilities are going to start looking for other jobs that will let them continue at home.”

Written by Sarah Myers

How Small Business Owners Can Tailor A Benefits Package Focused On Mental Health

The conversation around mental health and work has never been more topical as many professionals are adjusting to evolving job situations, and a blurred line between work and home with the uptick in remote positions. According to the U.S. Bureau of Labor Statistics, full-time employed Americans worked an average of 8.72 hours per day in 2021. With career-centric pursuits consuming so much of our waking hours, it’s imperative to consider how best to support our mental well-being at work and re-emphasize balance in modern work culture, both from the perspective of the employed and the employer. 

As a small business owner, corporate-style benefits packages through major carriers may be out of reach—but it doesn’t mean you can’t offer your employees meaningful care. With a little help from Dr. Kimberley Spair, a board-certified holistic health practitioner with a P.h.D in Holistic Health and Nutrition, we break down a few key ways to tailor a benefits package and create a culture that focuses on mental health, hinging on her expertise as both a health practitioner and business owner.

1. Focus on preventative medicine

While traditional models may rely heavily on symptomatic diagnosis, an alternative, holistic approach to dealing with stress, burnout, and the like is focusing on ways to mitigate it before it spirals out of control.

A package of this nature “...would educate employees on the benefits of meditation, mind-body tools, nutrition, sleep hygiene, and getting out in nature,” Spair shares. This approach continues to garner more mainstream appeal, emphasizing key daily practices that turn into habits for an enduring commitment to balance. Exposing the breadth of modalities available also empowers employees to explore (and hopefully commit to) whichever key practices resonate with them and their lifestyle, rather than prescribing a one-size-fits-all approach.

2. Encourage thoughtful breaks

Many of us have experienced the eerie sensation of sitting down at our desks in the wee morning hours, addressing a deluge of tasks and engaging in endless Zoom meetings, only to finally look up at the clock and realize we worked straight through lunch. Spair's recommendations? "Take small breaks throughout the day to ground in nature and dedicated 5-minutes to group meditation time. Try stepping away from the screen and focusing on healing foods for snacks and lunch."

It’s a fairly simple concept and not one that fits squarely within an official benefits package, but it cannot be overstated how far fostering a culture where these types of breaks are normalized can go. Even starting your meetings at 5 minutes past the hour can give everyone a much-needed breather.

Bottom line: It starts from the top to lead by example, and permits employees to reclaim small windows of time to check in with themselves.

3. Check-in frequently

All employees and businesses are different, and while it might be difficult to appease people 100% of the time, making sure your cohort has the opportunity to be heard is essential.

"Create a survey asking employees about their stress level—weekly,” Spair advises. A regular feedback loop ensures you have a pulse on what’s going on, and allows you to make informed decisions on if and how things should change. Taking time to poll employees on how best to support their mental well-being will also provide personalized data to inform your company’s benefits package. This type of alignment will ensure valuable resources and funds are being allocated correctly, in areas that employees value.

4. Rethink PTO

A standard interpretation of "Paid Time Off" (PTO) equates to vacation days. Updated thinking acknowledges that there’s a whole host of reasons why someone might need to take time away from work, mental health pursuits being a big one. Spair says you should be offering PTO for mental health days specifically, as well as allocating hours for wellness modalities such as meditation, EFT meridian tapping (for anxiety relief), nutrition counseling, and more.

More food for thought? If unlimited PTO is off the table, consider creating one consolidated bank of time off, rather than dictating what falls under “PTO” vs. "sick time." This broadens the lens and language around how employees think about and contextualize time off.

5. Offer ongoing educational resources

As we’ve come to know, there’s unfortunately not one quick fix when it comes to calibrating our mental health—it’s an enduring journey that requires commitment and can become tricky in our fast-paced world. Knowledge is power and equipping employees with ongoing resources allows them to fine-tune their practice and address evolving needs as their circumstances may change.

Spair encourages a focus “...on the dis-ease process and how so much of it is uniquely intertwined with a nervous system under pressure.“ The more we understand how external inputs affect our internal world, the more we can reorient our understanding of our experience. Education can take on the form of online subscriptions, guest speakers, training sessions, and beyond, pulsed at recurring increments to keep mental health top of mind and remind employees what they have access to.

For small business owners and employees alike, the internet can be an incredible resource. If these tips resonate with you, check out drkimberlyspair.com for more information on the intersection of nutrition, lifestyle, and emotional health.