It’s time for menopause in the workplace to be addressed more openly.
You’re at the office and start breaking out in a sweat without knowing why. Then a few weeks later, you notice that you have trouble concentrating and are starting to forget important meetings. You even begin wondering whether you might have early-onset Alzheimer's. Finally, you start to gain weight in unexpected places and feel uncharacteristically depressed. When you visit the family doctor, it turns out you’re not going crazy—it’s just menopause.
Menopause, or “the change” as it’s often referred to, is a difficult experience to comprehend until you actually go through it. It takes many women by surprise and can have varying symptoms, including hot flashes, brain fog, weight gain, sleep deprivation and anxiety, to name a few. According to the U.S. Bureau of Labor Statistics, 41 million women over 40 are currently in the labor force. That means menopause-age women account for 26% of the workforce or 55% of all working women. Yet, this is a segment that is often overlooked. With individuals living longer and careers predicted to span 60 years, it’s time for menopause in the workplace to be addressed more openly.
One reason is that it can negatively impact productivity and retention. As many as 40% of menopausal women say their symptoms interfered with their work performance or productivity weekly, and nearly one in five have quit or considered quitting because of their symptoms, according to a survey from Biote. When those issues go unaddressed, they can also affect the bottom line. Worldwide, menopause-related productivity losses can exceed $150 billion a year, according to consulting firm Frost & Sullivan.
Too many women try to disguise their symptoms because they are embarrassed or fear repercussions. That’s why it’s up to organizations to foster a more supportive environment that caters to this critical segment. Here are just a few ways companies can address menopause in the workplace:
Offer flexible work options
Sleeplessness is a common symptom of menopause. Offering flexible hours allows women to work when they feel most productive. Women working remotely also have the benefit of being able to control their office temperature and how they dress, which helps alleviate uncomfortable symptoms.
Train managers on menopause
Companies should invest in training programs that help managers understand how to support women going through menopause. That way, leaders will know what symptoms to look for and how they impact the working environment. They should also be trained on what workforce policies exist so they can inform their team and do what’s right to keep them engaged and healthy.
Appoint a menopause champion
A menopause champion is a voluntary position held by someone enthusiastic about helping women at this stage. Their role can vary from organization to organization but could include activities like:
- Raising awareness
- Developing workshops
- Leading training classes
- Creating a support network
- Liaising with senior leaders on how best to provide support
- Coaching and mentoring women who aren’t sure what to expect
- Contributing to the development of a corporate menopause policy
Provide resources for employees
No woman going through menopause should feel alone. Resources that companies can provide include information regarding menopause groups, traditional and non-traditional therapies and details on specific products that can alleviate symptoms. One of the most reputable organizations is the North American Menopause Society (NAMS) which offers a directory to help women find NAMS Certified Menopause Practitioners (NCMPs) that provide healthcare for women through perimenopause and beyond.
Encourage open conversations
The most powerful way to eliminate the stigma surrounding menopause in the workplace is to talk about it. Empower employees by having female executives who have gone through menopause share their stories. If we want to change perceptions of menopause, we need women in the C-suite who are courageous enough to discuss it openly and honestly.
Menopause typically begins between the ages of 45 and 55, coinciding with the time women are most likely to move into top leadership positions. Yet too many of these women suffer in silence. Let’s foster psychologically safe workplaces that destigmatize a natural part of getting older. Only then can women confidently approach the pinnacle of their careers and be in the best position to succeed in the boardroom.
Feeling stuck and not sure it’s time to make a career shift? Download my free guide: 5 Signs It’s Time to Make a Bold Career Change!
