Women experiencing menopause are the fastest growing demographic in the workforce, with 8 out of 10 of those impacted by menopause currently working. Despite this, 72% of companies don’t currently have a menopause policy in place, and only 16% of companies train managers to address menopause at work. By providing support, employers can help destigmatize menopause and ease the challenges that come with working through this major life change.
Here we’ll highlight the impact of menopause on a woman’s overall health and explore strategies for how employers can create a menopause-friendly workplace.
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Understand the overall impact of menopause.
While all women experience menopause differently, the range of symptoms can have wide-spread impacts on physical and mental health. In a recent report exploring the deltas between how employees feel supported and how employers feel they’re supporting them, employees reported some of the most common negative impacts menopause had on their health, work life and relationships. Forty-five percent reported an extremely high impact on sleep, 20% on physical health and 30% on mental health and mood. Additionally, 20% of employees reported extremely high impacts on relationships with their family or partner, 17% on their ability to focus on work, 15% on daily activities and 9% on career progression.
Additionally, while many women were aware of how menopause may affect them, only about half as many employers knew about all the potential symptoms. This means it may be important for employers to self-educate on the topic in order to fully support those women who may need it.
Make the workplace menopause-friendly.
In that same report, women described wanting some kind of menopause-related benefit, starting with the basics, like having a clear policy on menopause. While many employers offer benefits that can support menopause, employees are often unaware of them. Only one in three women surveyed knew these benefits were offered. In addition to highlighting a menopause policy, here are some desired benefits to bring to the forefront:
- Coverage for menopause-focused care, including gynecologists specializing in menopause as well as hormone replacement therapy.
- Digital tools to help educate, support and guide women. Ovia Health’s menopause solution is tailored to guide women along their journey through menopause, including providing on-demand support to help navigate care and treatment.
- Education on how a health savings accounts (HSA) may be used to pay for qualified menopause-related services, as well as medications and supplements that may help alleviate menopause symptoms.
- Flexible work options, including adjustable work hours and hybrid schedules, which enable women to work where and when they feel most comfortable and productive.
Create a supportive workplace culture.
In a recent survey, nearly 20% of women who experienced menopause reported that they’ve quit or considered leaving a job because of their symptoms. In this same survey, 57% of women said it would be important in a job search to know if a company expressed a clear commitment to support women with menopause symptoms. It’s clear that this type of support can have an impact on hiring and retention. In order to help create an inclusive company culture, employers should treat menopause as a normal part of life, while highlighting it in health awareness initiatives.
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An inclusive workplace culture paired with comprehensive health benefits can help empower women to feel supported during this natural stage of life.
