Navigating menopause in the corporate landscape

What if I told you that there was something every single woman will deal with in the course of her lifetime – something that would have a profound impact on their mental and physical health – and yet, a recent study found that less than 20% of women would have a good understanding of this massive shift in their own health and the symptoms they will face?

And what if I told you that this was only beginning to be addressed in the workplace, despite the fact that approximately 1 in 4 women have quit their job or are considering an exit due to this condition – and 44% of those women are senior leaders or senior executives?

That condition is menopause, and “menopause” is an umbrella term that actually encompasses three distinct stages women will experience anywhere between the ages of 35-60: perimenopause, menopause, and post-menopause. Symptoms range from disrupted sleep to hot flashes to weight gain, anxiety, depression, brain fog, and fatigue, just to name a few.

As a Chief People Officer, I am constantly evaluating my own programs and benefits to make sure I’m supporting all employees. But for far too long, whether due to embarrassment, lack of awareness, gendered ageism, or societal stigma, women’s health has remained largely an unspoken topic in the workplace. 

The global menopausal population is projected to surpass a billion by 2025. It is imperative to shed light on the profound impact of menopause on the workforce – while it is fundamentally a women’s health concern, it also poses real challenges for organizations in terms of employee retention, diversity, inclusion, and business continuity.

I believe that HR leaders are uniquely positioned to make a difference here, as we are often the decision-makers behind the benefits packages and resources we’re providing our employees to support their holistic wellbeing.

Here, I walk through some proactive steps organizations can take to better support women in midlife.

Increase awareness and education to combat stigma

One of the most impactful ways to better support women’s health in midlife is to simply make sure you’re facilitating open dialogues on the subject, and providing resources and education that will increase awareness and understanding within your organization.

“You cannot talk about success for women at work without talking about menopause,” Joanna Strober, founder of Midi Health, told me. Midi Health provides a virtual care clinic for women 40+ created by specialists in perimenopause, menopause, and more. ‍

Workplaces cannot be equitable unless women are provided access to expert care and education around critical health milestones and challenges in a way that levels the playing field. Midi Health works directly with organizations to provide educational sessions and provide easy access to experts who can support women with the wide range of symptoms and changes brought on by menopause. Strober emphasizes that this education should not just be for the women in your organization, either; allies should be educated as well, helping to foster an environment where men actively seek knowledge to support the women in their lives and workplaces.

These kinds of open conversations about menopause in the workplace, alongside increased public discourse on the topic, will help better equip women to navigate the physical and emotional changes during this transformative period.

Lean into flexibility

The debate over return-to-office policies continues to dominate headlines. One population that sees significant benefits from flexible work arrangements? Women undergoing the menopause transition.

Menopause can involve over 30 symptoms – each woman’s experience is unique, and often, the onset of these symptoms can be debilitating. Building flexible work into your organization can help women manage the medical impacts of menopause, reducing absenteeism and providing women in midlife the opportunity to remain as productive as possible.

Related: Family-friendly benefits & beyond: A Q&A with Shelly MacConnell

Implement benefits targeted to support women in midlife

Menopause is a medical issue. And that means most care and treatment for menopause fall under standard medical plans. Direct company support for women’s health in midlife is absolutely critical to establishing fair, equitable and comprehensive benefits.

In the last few years, great strides have been made around family-forming benefits, such as fertility, adoption, and parental leave. But recently we’ve seen several forward-looking brands come to the forefront as champions of menopausal care such as Carrot and Maven. Other organizations can learn from their example to make sure we aren’t leaving significant health concerns for women out of the conversation. Ensuring you are accounting for women in midlife as much as family-forming employees will go a long way toward giving all women the foundation they need to thrive.

Beyond medical benefits, comprehensive behavioral health programs and wellness perks like gym memberships can have a significant positive impact on women in midlife. Strength workouts, beneficial for midlife bone health, can be seamlessly integrated into broader health plans, providing increased support for women in the workforce at a minimal additional cost to the business.

We have made great strides in diversity, equity, inclusion, and belonging in the workplace. But we have a long way to go. Employers at the forefront of this discussion – including those opening discussing, normalizing, and supporting women in midlife – will emerge as winners in the ongoing talent war.

Cara Brennan Allamano, CPO, Lattice