Looking at the common career trajectory of many women, the peak of their leadership potential often overlaps with the important hormonal transition of menopause. With symptoms like hot flashes, brain fog, and sleep issues affecting their well-being, two out of five women consider early retirement, leaving their leadership ambitions unrealized. Moreover, with 47 million people entering menopause annually, the U.S. economy loses about $26.6 billion annually due to the productivity slump and health expenses.
Acknowledging the toll menopause takes upon women and creating a workplace environment that adapts to their needs creates the opportunity to grow powerful female leaders who reach the peak of their potential.
So, let’s look at the barriers that exist to openly discussing menopause in the workplace and how employers can support women during this transition to thrive in their careers.
3 Ways to Support Women During Menopause
- Implement menopause leave.
- Foster open conversations about menopause.
- Show workplace flexibility.
Is Menopause the Problem or the Lack of Support?
From fatigue to brain fog, anxiety and irritability, menopause presents many symptoms that can and often do impact a woman’s ability to work. A study from Mira, a hormonal health company, shows some 42 percent have taken time off because their symptoms were too bad to bear, while one in 10 have left or are planning to leave their job.
In fact, women leaders are leaving their corporate roles at the highest rate in years, with women 2.7 times more likely to consider quitting than male colleagues, according to McKinsey’s latest Women in the Workplace report. But it’s important to note that women aren’t calling time on their careers. Rather, they’re turning their backs on companies that fail to meet their needs.
Unsurprisingly so. For women during their menopausal years, the unfortunate truth is that the majority of employers do not take their symptoms seriously or make accommodations willingly. Two-thirds of women say their workplaces provide no support for menopause, while 99 percent of female employees receive no menopause-related benefits.
All the while, the “change” remains taboo, regarded as an embarrassing subject that women should keep to themselves and suffer in silence. Some 75 percent keep their menopause symptoms a secret in the workplace, putting a strain on their mental health and discouraging them from seeking support.
In addition, the lack of open discussion around menopause and how it affects women leads many to believe that a woman’s ability declines with the hormonal shift. In reality, it’s not about the decline in bandwidth but the failure to adapt workplaces to the needs of aging women. Especially when it comes to women striving for leadership: women aiming for the top of the corporate ladder have 10 years to reach a leadership position before their chances plummet.
For ambitious women, the fight for a fair shot can be draining. So, they accept defeat, reducing their roles or stepping aside — further perpetuating the harmful assumption that menopause is a marker of declining drive and productivity.
How Can Employers Support Women in Menopause?
So, what can companies do to alleviate the problem?
Implement Menopause Leave
The first step to acknowledging the impact of menopause upon your employees is adopting menopause leave policies. Depending on the existing workplace benefits and capacity at your organization, this could be from three to 12 days of paid leave per year without the need for a medical certificate. Given the social stigma around menopause, requiring a medical confirmation can feel embarrassing and discouraging for some women. Showing trust and understanding is crucial given the sensitivity of the issue.
Foster Open Conversations About Menopause
According to Mira’s study, people experiencing menopause are the fastest-growing demographic in the U.S. workforce. Yet, menopause is still shrouded in shame and mystery, regarded as a “niche” issue affecting a limited group of the population.
As employers, we have the power to bring awareness about not only the effects of menopause upon women but the workplace and economy as a whole.
The practical steps in growing awareness about menopause could be arranging internal awareness campaigns or knowledge-sharing meetings with OBGYNs, menopause experts, and medical professionals.
On a basic level, these steps could be implemented in accessible information hubs of helpful resources for mental and medical support and tips.
Show Workplace Flexibility
For many women, feeling comfortable during menopause in large part means having the opportunity to take things at their own pace. For companies, this means embracing flexibility and implementing adjustments, including:
- Remote work opportunities
- Flexible working hours
- Quiet spaces in the office to work
- Offering desk fans for body-temperature regulation
- Access to hydration and healthy nutrition
- Comfortable uniform policies if there is a dress code policy
These simple steps should become an ingrained part of a menopause-friendly environment where women feel seen and comfortable.
Why Acknowledging Menopause Matters for Everyone
There’s a conscious effort to address equality and inclusivity in the business world, with the gap between men and women in leadership positions widely discussed. Currently, women make up just 29 percent of C-suite executives. Menopause undoubtedly plays a role in keeping women out of top jobs, yet it’s rarely a point of discussion.
If employers genuinely want to address the leadership gender gap, they must be willing to talk about menopause and take action to address the issues women face. At Mira, for instance, we’re working on a hormonal wellness policy to address women’s health issues — including menopause — in the workplace, providing a guideline for businesses to follow and encouraging greater support for female workers.
There was a time not long ago when mental health was taboo. We’ve broken through that barrier, and the workforce is happier and healthier for it. Now, the talented women across all levels of our workforce need the same show of support.
