Gestational diabetes: strategic insights for leaders during Diabetes Awareness Month

The numbers speak for themselves: in 2019, GDM-associated costs in the US reached $4.8 million, with $3.9 million attributed to direct medical spending and nearly $1 million in related non-medical costs.⁵ When multiplied across a large workforce, these costs translate into increased healthcare premiums, productivity losses and downstream chronic disease risks.

GDM emerges when pregnancy hormones interfere with insulin production, leading to elevated blood sugar for the first time during pregnancy.^1-3 Rates vary across the US, amplified by social and healthcare inequities; for instance, in 2020, the GDM rate was highest for non-Hispanic Asian pregnant people at 14.9 per 100 births and lowest for non-Hispanic Black peers (6.5 per 100 births).⁴ Addressing these disparities requires nuanced, equitable policies and proactive programs.

While any pregnant individual is at risk, the likelihood increases with certain factors:^6,7

Workforce wellbeing initiatives – especially those focused on wellness, nutrition and preventive care – may have a direct impact on reducing these risk factors across employee populations.

Complications from GDM not only impact individuals and families – they have clear operational and financial repercussions. Unmanaged GDM may increase absenteeism, reduce productivity from fatigue and increase healthcare costs, leading to higher premiums.⁸

GDM contributes to:

Additionally, children born following a GDM pregnancy face greater risks – obesity, metabolic syndrome, elevated blood pressure and neurodevelopment impairments – which foreshadow downstream healthcare expenditures.⁷

U.S. guidelines recommend a two-step screening protocol: an initial oral glucose challenge followed, if positive, by a three-hour glucose tolerance test.¹⁴ Managing diagnosed GDM requires routine monitoring and blood sugar control – a process dependent on daily checks, nutritional interventions and medication as needed.^14-15

For employers and health plan sponsors, supporting these guidelines through employee benefits, accessible screenings and targeted communication can mean earlier intervention and lower costs.

For most cases (70-85%), lifestyle behavior change – supported by professional guidance – successfully controls GDM.¹⁵ Insulin is the standard medical therapy for those who need it; Metformin is an alternative option.^14,15

Key evidence-based strategies include:

The story of GDM does not end with pregnancy. Individuals with a history of GDM have a lifelong increased risk of type 2 diabetes¹¹ and cardiovascular disease.^{12-13, 22} Screening is recommended 4-12 weeks after giving birth, but fewer than half receive postpartum screening.¹⁵ In addition, individuals with a history of GDM are recommended to have lifelong screening for prediabetes or type 2 diabetes every 1-3 years.¹⁵

Persistent gaps like these present an opportunity for innovative health partners and employers to intervene.

Interventions such as lifestyle counseling and preventive oral health (which has been shown to reduce GDM risk)²³ before, during and after pregnancy may reduce risks and long-term complications, lower long-term costs and improve overall health.¹⁵

Promoting healthy sleep habits^24-25 and supporting breastfeeding^15,26 is linked with reduced risk of type 2 diabetes for individuals with GDM.

To help organizations and individuals address GDM, Philips offers virtual care management solutions for maternal hypertension and GDM, including remote management and triage, health coaching and pre-configured, cellular-enabled devices for glucose monitoring. Our licensed clinicians track results, escalate concerns, and deliver tailored coaching and risk management throughout pregnancy and the critically important postpartum period.

Our unique focus on oral healthcare – including evidence-based partnerships showing that improved dental habits reduce adverse birth outcomes²⁷ – further extends our ability to drive meaningful, whole-person improvements.

Gestational diabetes isn’t just a public health issue – it’s an opportunity for organizations to develop strategic initiatives aligning with a commitment to improve the health of families, employee wellbeing and sustainable healthcare costs. By prioritizing early detection and evidence-based interventions, leaders can help mitigate both immediate and long-term risks for employees and their families. Embracing innovative solutions and fostering a culture of proactive care will both improve health outcomes and strengthen organizational resilience in the face of rising chronic disease burdens.