Menopause & Corporate America in the News
Research: Workplace Stigma Around Menopause Is Real
“It’s up to those who have already made it to the top to build awareness, fight biases, and ensure that everyone feels supported — not silenced — as they progress through the phases of their careers and lives.”
Normalizing discussions about menopause in the workplace is crucial to overcoming biases and creating inclusive cultures – and it is the responsibility of managers to create psychologically safe environments that support open conversations and provide necessary accommodations.
How Does Menopause Affect Women in the Workplace?
“The U.S. economy is losing $26.6 billion a year due to lost productivity and health expenses resulting from employees who are managing menopause symptoms…”
Women between the ages of 45 and 54 represent 20% of the female workforce in the U.S., and women of color are disproportionately affected.
Millions of women suffering in silence’: Female workers want menopause benefits, so why are they so rare?
‘Menopause is a normal life stage in women’s lives, yet there is still a need and opportunity for workplaces to enhance their menopause policies and benefits.”
Nearly two-thirds of women want their employers to provide menopause-specific benefits such as flexible work arrangements and related healthcare coverage but only about 14% of women believe their employers recognize the need for it, a new Bank of America report found.
A Movement to Make Workplaces ‘Menopause Friendly’
“…Employers are realizing that offering help is a way to retain experienced women in the work force, as more evidence shows that menopause symptoms are hurting productivity and causing women to leave or consider leaving their jobs.”
Menopause symptoms can significantly impact women’s productivity and lead to job dissatisfaction and leaving the workforce – education and awareness are crucial to reduce stigma and create a supportive environment for menopausal women.
Why It’s Time To Address Menopause In The Workplace
“The most powerful way to eliminate the stigma surrounding menopause in the workplace is to talk about it….”
Menopause is often overlooked and misunderstood in the workplace, despite affecting a significant portion of the workforce. By addressing menopause, organizations can support women during this natural stage of life and enable them to thrive in their careers.
How does menopause affect women in the workplace and what can we do to support them?
“Taken together, these steps have the potential to bolster the skills, experience and potential of those experiencing the menopause. More than this, their delivery will help to increase retention, reduce absenteeism and improve productivity at a time of deep economic uncertainty.”
The economic costs of not supporting menopausal employees are significant, including lost working days and talent, as well as high costs associated with replacing women who leave their jobs due to difficult menopausal symptoms. Governments, employers, and businesses need to take action to support menopausal women in the workplace.
Lost work productivity due to menopause symptoms costs the U.S. approximately $1.8 billion annually, according to a new study from the Mayo Clinic.
“Academics have estimated that menopause costs American employers $770 in productivity losses per menopausal woman/year. In extreme cases, this can run as high as $6,500 per woman/year.”
Key Areas of Improvement
- Employee Turnover
- Early Retirement
- Productivity Loss
- Healthcare Costs
“With roughly 50 million American women currently in menopause and another 2.2 million women entering every year, this is a topic we can no longer ignore. Whether you’re male, young, old, or cyborg, menopause is literally costing you – and the women in your life – billions of dollars.”
Employee Health & Well-Being
A healthy workplace culture leads to a healthy bottom line. To accomplish this, companies need to invest in three areas: Diversity, Equity, and Inclusion (DEI), Corporate Social Responsibility (CSR), and Environment, Social, and Governance (ESG). Our training programs support growth in all these initiatives.
Establishing a menopause-friendly workplace can improve your financial bottom line and your organization’s overall performance.
When business leaders and managers are educated about menopause and how to effectively support it in the workplace, a culture of inclusivity will surely follow. When inclusivity is embraced, when menopause is normalized and nobody is afraid or ashamed to talk about it, it make an organization a desirable place to work.
Employee Retention
Think about the cost of employee turnover and/or early retirement.
“70% of employees going through Menopause have considered making a work-related change to better manage symptoms, including looking for remote work.”
Nearly 20% of people going through menopause say they may consider leaving the workforce because their symptoms significantly interfere with their quality of life. Since it typically costs one-half to two times the employee’s annual salary to replace them, even more for a senior leader, “…menopause support can go a long way when it comes to improving your bottom line.”
Millions of women in menopause say they may consider leaving the workforce because their symptoms significantly interfere with their quality of life. A 2019 UK study found that 900,000 women quit their jobs due to menopause. Without support, these trends will likely continue.
