Menopause – why a personal condition has become a workplace issue
International Women’s Day isn’t until March 8, 2024, but for employers that want to focus on supporting female employees while improving retention, perhaps it’s time to consider the effects of menopause at work and how they can be eased.
Menopause symptoms vary among women. While it’s a personal issue, it is one that can impact the workplace (e.g., increased absences). Employers are beginning to take notice, since the ripple effect can affect the bottom line.
Statistics
By 2025, 1.1 billion women will be menopausal due to longer life spans, according to the U.S. Census Bureau. In 2022, the labor force participation rate for women was 56.8 percent. It's likely that a significant number of these women are struggling with issues related to menopause, and employers that ignore them risk losing valuable workers.
Historically, employers have focused on supporting maternity-related scenarios and support such issues as surrogacy, fertility, and adoption. Employers have not, however, delved into what they can do to address the effects of menopause on their employees. Menopause symptoms, which generally impact women in their 40s and 50s, are individualized, making a one-size-fits-all solution likely ineffective.
Symptoms
Menopause symptoms, which can last four to eight years, can include hot flashes, night sweats, insomnia, fatigue, anxiety, depression, mood changes, and brain fog. For some people, these symptoms can be severe, resulting in lost work time, difficulty managing tasks, decreased confidence, and added stress from masking their issues.
Support strategies
Employers don’t need to launch an entire campaign on the issue, but taking some steps can bring it to light and, therefore, lighten the load of those struggling with it.
To demonstrate support, employers should:
- Talk about menopause and encourage employees to talk about it.
- Inform managers and employees on the issue and how symptoms can negatively affect work.
- Ensure that employee medical information is kept private and secure.
- Provide credible educational materials and resources for all employees.
- Encourage employees to seek help with managing their symptoms.
- Consider accommodation, such as flexible work hours.
- Craft a menopause policy that includes the company’s stance on the issue and information on gender and age discrimination.
- Train managers on:
- How to approach the topic with understanding, discretion, and sensitivity,
- Menopause symptoms and how they can hinder daily job functions, and o How to consider symptoms when dealing with employee absences.
- Avoid assumptions and requirements. Not everyone wants additional attention but let everyone know what support is available.
- Have managers continue to convey the employer’s message and remind employees of the options for help.
- Review the group health plan to see if it covers menopause-related treatments.
Key to remember: Employers that do not consider addressing menopause in the workplace risk losing good employees, negative branding, challenging talent acquisition, and — ultimately — profits.