19 hours Ago
Over the last few years, there has been more and more talk about menopause in the workplace – including the need for menopause-specific benefits and supports. And as a medical doctor and advisor to large organizations, I am seeing the conversation noticeably deepen across companies. In fact, menopause is now one of the three most common topics I am discussing with business leaders.
Businesses recognize and openly discuss the opportunity to support millions of perimenopausal and menopausal women, and the potential contribution to corporate culture and employee engagement. But–in general–businesses have yet to implement significant menopause benefits. This is reflected in the research, including from Bank of America and the National Menopause Foundation which found that 64% of women desire menopause-specific benefits but only 14% say their employers recognize the need for them.
A Menopause Foundations of Canada survey similarly noted the fast-growing segment of working women aged 45-55, when most women begin menopause, and the billions lost to the economy annually due to unmanaged symptoms. The survey added that one-third of working women said menopause symptoms negatively affected their work performance, and more than two-thirds would not feel comfortable speaking to their supervisor or HR team about their experiences. There is obviously still much work to do.
This work includes an enhanced program of corporate menopausal supports such as removing stigma, fostering conversations, and–critically–putting in place meaningful policies that specifically address menopause. It includes equipping women with better access to health-care services and supports, and creating vocal and empathetic allies among colleagues, friends and families. Corporate Supports Gaining Traction As Women Rise To Key Roles Pockets of success are emerging.
BMO recognizes that investing in women's health is essential for creating a healthy, inclusive, and productive workplace that benefits everyone. In 2022, BMO launched a Women’s Health Strategy encompassing initiatives to engage employees and amplify support for women’s health. The initiatives included webinars featuring medical experts about women’s health topics, especially those not often talked about or considered taboo such as menopause, fertility, and neurodivergent conditions.
These webinars were well attended and helped create safe spaces for employees to learn and share. Lululemon offers its employees menopause advice through calls and chats with dedicated nurse practitioners and WW, formerly Weight Watchers, provides up to 26 weeks paid leave for permanent employees who need time off due to menopause related symptoms. In general, I am seeing positive momentum and growing allyship in the effort to support menopausal women in the workplace.
Menopause workplace playbooks are on offer and menopause workplace pledges are being signed by thousands of companies including organizations like Pfizer, Cummins Inc. and AstraZeneca. Such pledges commit companies to recognize that menopause is an important issue in the workplace, to talk openly and positively about menopause, and to actively support employees impacted by menopause.
Conversations Kick-start Improvements To Menopausal Benefits The discussions we are seeing in the workplace are critically important to improving the experiences of perimenopausal and menopausal women. Simply increasing the awareness of menopause and its impact in the workplace with staff, regardless of age, gender, or role, can often lead to important and immediate improvements alongside necessary culture change. By removing the awkwardness associated with menopause conversations, companies can create a culture where women feel comfortable disclosing their symptoms and experiences.
We have heard anecdotes about menopausal leaders taking colleagues aside to simply say a cooler office was all that was required to combat hot flashes and get through the workday. Further, companies can take simple steps to provide a comfortable work environment with access to desk fans and quiet, cool spaces, and the ability for women to move closer to a window that can be opened or closed. Without education, awareness and understanding, these conversations may not take place and even simple solutions may not be implemented.
Just mentioning the word “menopause” in existing health and wellness policies helps women feel supported and more open to discussion. This is especially important for female leaders, who can be perceived to be more confident and leader-like when they talk openly about menopause and their symptoms than if they try to obscure the reasons for their discomfort. To more deeply support perimenopausal and menopausal women, corporations can offer coverage for medical treatment such as hormone replacement therapy and mental health supports.
Companies can also adjust policies to allow flexible work and sick-leave guidelines so women can take time off for health appointments and daily breaks to manage menopausal symptoms. Support for longer-term absences to deal with deeper menopausal issues is also important given that nearly one in four women may experience severe symptoms. Providing women with these types of enhanced menopause supports and benefits ultimately enables them to remain in their positions and continue contributing to their companies.
This is especially important given we live in a time when attracting, retraining and reskilling workers can be time-consuming, costly and disruptive. The work to help women in the workplace navigate and thrive through the life-changing experience of menopause has started, but remains pressing and necessary for women and their employers alike. It’s time to recognize that retaining the experience, expertise, and productivity of perimenopausal and menopausal women is not just good for women–it’s good for business.
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