Despite the fact that every woman will experience menopause at some point, until recently there has been little discussion of and support for this phase of life, especially in the workplace. World Menopause Day is October 18, so it’s a good time to take stock of the benefits and resources your organization offers to support women going through menopause in the workplace.
When it comes to women’s well-being in the workplace, employer and health plan benefits and programs have traditionally focused on the childbearing years—for example, maternity leave, fertility assistance, child care, and even breast milk shipping services. But there is little support for another critical phase of a woman’s life—the years leading up to menopause, called perimenopause, and the post-menopausal years.1
Every woman will experience menopause, which marks the end of a woman’s menstrual cycle—usually between the ages of 45 and 55. These years preceding a woman’s last period are often accompanied by uncomfortable symptoms including hot flashes, brain fog, joint pain, insomnia, weight gain, anxiety and more. These symptoms can last for six to 10 years and may be more severe for women of color than for white women.2 Due to the stigma surrounding menopause and societal norms regarding women’s aging, most women don’t feel comfortable sharing their concerns with others, especially in the workplace.
Why menopause support is a workplace issue.
While not every woman will experience symptoms that profoundly affect her quality of life, the vast majority will, and they may impact her ability to be productive, engaged and successful at work.
The Menopause Society describes the issue as a “costly and preventable” problem for employers.3 According to a Mayo Clinic study, menopause costs American women an estimated $1.8 billion in lost working time per year.4 A study in the UK found that close to a million menopausal women have left their jobs due to menopausal symptoms.5 Importantly, the menopausal years also happen when many women “are at the ‘top of their game’ across jobs and sectors, are holders of institutional wisdom, mature in decision-making, and dynamic and influential leaders.”5
For these reasons, it’s in every employer’s best interest to support women during these critical years—not only because it’s the right thing to do from a health and well-being standpoint, but also because it’s a business issue that has the potential to affect women’s engagement, productivity and retention.
What employers can do to support women going through menopause in the workplace.
Create awareness of menopause and normalize it.
Experts agree that the number one thing we can do to reduce the stigma of menopause is to start talking about it more. Deborah Garlick, founder of Henpicked, a UK training firm that has provided “menopause-friendly” certifications to organizations like HSBC UK and Unilever UK, suggests posting more information on company websites and training employees and managers, regardless of gender. Also, just as we have urged leaders to more openly discuss mental health, female leaders can talk about their own challenges with menopause to help reduce the stigma for other women in the organization.
Host an event.
Organize a menopause event, awareness session, or bring in a guest speaker to observe Menopause Awareness Day on October 18. Topics could include how to age well in the workplace, manage hot flashes and brain fog, get better sleep and care for mental health.
Offer training for managers and supervisors.
Provide tip sheets for having conversations that are informed and thoughtful, or a quick training course about menopause and the effects it can have on a woman’s health. Be sure to frame it as a business issue that needs attention, just like stress and burnout. Encourage managers to be receptive to any necessary workplace accommodations. It’s also important for managers to know that menopause may not be something all women want to talk about.
Create a menopause champion network.
Much as we have health coaches and wellness champions, organizations can appoint “menopause champions”6 in the workplace. These are women who are willing to talk to other employees about menopause and help them find support. This approach has been particularly successful in the UK, where the issue of menopause in the workplace has gained more traction than in the U.S. and has helped companies foster more inclusive environments for menopausal women.
Offer flexibility.
Because menopause symptoms can contribute to missed work days, a flexible work policy that allows women to work from home some or all of the time is important. You can also consider adjustments to leave policies to allow for menopause-related paid leave or additional sick days.
Promote existing benefits.
Tap into benefits the company already offers, such as counseling through the Employee Assistance Programs (EAP); stress reduction and resilience-building programs; exercise and nutrition services; and mindfulness/meditation programs. You might also explore adding standalone health programs targeted to menopausal women.
Offer training for managers and supervisors.
Provide tip sheets for having conversations that are informed and thoughtful, or a quick training course about menopause and the effects it can have on a woman’s health. Be sure to frame it as a business issue that needs attention, just like stress and burnout. Encourage managers to be receptive to any necessary workplace accommodations. It’s also important for managers to know that menopause may not be something all women want to talk about.
Consider the work environment.
Given that vasomotor symptoms, otherwise known as “hot flashes,” are common during menopause, consider giving access to a cooling room where the temperature is more easily controlled, provide fans, or allow breaks to step outside for fresh air.
Finally, the Menopause Society’s Making Menopause Work™ initiative offers an array of free, helpful resources that employers can download.
With more than 15 million women ages 45 to 60 in the workplace, according to U.S. Census statistics, it’s important for workplaces to provide women with the support and resources they need to stay healthy, productive and engaged during this time in their lives. WebMD Health Services can help you support the well-being of your entire workforce. Contact us at connect@webmd.net to learn more.
