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Menopausal women, typically aged 50 to 64, represent a rapidly growing segment of the workforce, according to Irwin Mitchell.
In the UK this demographic is expanding and in the US the Bureau of Labor Statistics projected that by 2024, there would be twice as many working women over 55 compared to those aged 16-24.
With around eight in ten menopausal women in the workforce, conversations about menopause are moving up the corporate agenda as employers recognise it as a significant workplace issue.
Is menopause a taboo in your organization, published by Harvard Business Review, stated: “Menopause is one of the strongest, most impactful, and most discriminatory taboos still existing in the workplace.
“The mental and physical symptoms and their negative effects on productivity are needlessly exacerbated by poor policies and persistent, outdated gender- and age-related assumptions.”
Further proving this point, a 2022 study by YouGov reported that:
- Almost three quarters (72%) of businesses surveyed did not have a menopause policy
- Over a quarter (27%) of large businesses (250 employees or more) said they had a menopause policy but only 10% of small firms (0-50 employees) did
- Even within organisations where the workforce is more than 50% women, the same low level of organisations (13%) had no menopause policy.
This disparity highlights the need for broader awareness and action by leaders to address menopause as a significant workplace issue to retain talent, reduce absenteeism and boost morale.
Three key steps for employers
- Educate and train: Many businesses, especially small ones, lack training for managers on menopause. Providing education through workshops, webinars, and internal resources can help managers recognise and address menopausal symptoms. For example, the UK civil service has established a menopause network and developed support materials for managers. Additionally, UnitedHealthcare Global gives all members unlimited access to LiveWell, a resource platform dedicated to health literacy. LiveWell contains hundreds of articles and tools organisations and individuals can proactively use to manage conditions like menopause.
- Listen: Menopause can cause physical and emotional symptoms like memory loss and reduced energy levels. When symptoms affect work, it can cause women to lose confidence in their skills and abilities and increase periods of absence. If they’re not properly supported, they may leave their roles. Employers should create a supportive environment where women feel comfortable discussing their experiences. Managers can facilitate confidential conversations and encourage the development of personal wellbeing plans. Managers who have UnitedHealthcare Global as their international benefits provider can also remind employees to access employee assistance programs (EAP) and encourage them to develop personal wellbeing plans with a professional to better manage their symptoms.
- Drive change: Under the Equality Act 2010, while menopause itself is not a disability, its symptoms can be disabling. Employers who fail to support menopausal women may face discrimination claims. Make the time to not only update existing policies but introduce new policies to support menopausal women in the workplace. For instance, hot flashes and night sweats are not only unpredictable and uncomfortable, but they can also prevent a menopausal woman from getting proper sleep. Insufficient sleep or insomnia can translate into drowsiness and trouble concentrating at work. Introduce flexible working and sickness absence policies that specifically cover women going through menopause.
Spreading awareness and encouraging colleagues to share their experience is important in the context of retaining talent in the workplace.
By opening discussions and dismantling the menopause taboo, employers can facilitate a space for women to share their experience while encouraging others to learn more about menopause and the treatment needed.
The additional layer of creating policies for women going through menopause are critical steps organisations can establish to enable all women to flourish in the workplace.
