Menopause in the Workplace: An Unspoken Struggle, and Opportunity

In the realm of women's health, motherhood has rightfully received significant attention and support in the workplace. However, menopause, a natural phase in every woman's life, often remains shrouded in stigma and silence within professional environments. This silence leads to many women facing menopause giving up their careers. Studies show a concerning statistic: 22 % of professional women in Switzerland left or are considering leaving their job because of menopause or premenopausal symptoms. Therefore, isn't it time we break down the stigma surrounding menopause in the workplace and explore actionable solutions to retain and empower experienced female professionals – our "silver pumas" – during this transition?

Uncovering the Truths about Menopause

The knowledge gap around menopause is vast. Six months ago, I, like many others (men and women included), believed menopausal symptoms were something that only happened once you had passed the 50 year mark.  However, contrary to common belief, hormonal changes can begin as early as a woman's 30s, marking the onset of perimenopause. Vague symptoms are often misattributed by women themselves, and even during doctor visits, menopause frequently goes undiscussed. This silence delays diagnosis and treatment. Studies show that 60% of women experiencing menopausal symptoms seek clinical help, yet only 25% receive the treatment they need. 

Perimenopause and menopause brings with it a myriad of symptoms that can significantly impact women in the workplace. From mood swings, anxiety and stress to insomnia, hot flashes and memory difficulties, these are just a few both emotional and physical changes that can vastly undermine confidence and productivity in women. And to add to the symptoms themselves, the stigma and silence surrounding menopause in the workplace further exacerbates the issue, deterring women from seeking the support they need.

Yet another, but a hidden, barrier to break 

For women in leadership positions, navigating menopause can therefore pose an additional challenge, on top of other challenges women face when climbing the career ladder. The onset of perimenopause usually coincides with a crucial stage in women’s careers, where demands and expectations are high, and opportunities to advance to more senior or board positions finally may start to materialise. Navigating all the mentioned symptoms around menopause during this time while facing misunderstanding or lack of support from doctors and employers is not making it easier for women to advance, or even maintain their current positions. Despite strides towards gender equality, menopause therefore represents yet another, but a largely hidden, barrier hindering women's advancement in the workplace. 

Together is the way 

Empowering women to overcome the challenges around menopause requires a collaborative action from employers. In old-fashioned consultancy terms, and to simplify implementation, let’s focus on three essential elements — people, processes, and price. If companies focus on these three levers they can create a supportive environment where we allow women to thrive in the latter part of their careers.

People

Raising awareness and fostering open dialogue about menopause, with all genders, is crucial to demystify and destigmatise the topic. Town halls and company gatherings, along with conducting focus groups involving both women and men, can help pinpoint company unique needs and challenges, paving the way for more tailored initiatives. The power of audio empowers learning and awareness. Short, on-demand guides offer bite-sized information, while private or company-curated podcasts can provide a safe space and discreet access to support. This empowers women to manage their well-being without public pressure within the firm. Finally, recognising and celebrating senior women's achievements sends a powerful message. It demonstrates a commitment to diversity, inclusion, and the understanding that menopause doesn't diminish a woman's value or potential.

Processes 

Developing and implementing supportive processes is another essential part in supporting women experiencing menopause. This includes offering flexible working arrangements, ensuring recruitment and promotion processes are free from age bias, and establishing support groups for women experiencing menopausal symptoms. Promoting regular health screenings for women (and men) will also help foster a more proactive approach to managing menopausal symptoms, and overall well-being in the workplace. Finally, providing a list of "menopause-aware" healthcare practitioners empowers women with direct access to personalised medical advice and support.

Price

While investing in the above mentioned initiatives may incur costs, the long-term benefits far outweigh the costs. According to Forbes, lost productivity associated with menopause costs $810 billion per year globally. Recognising the potential of senior women and providing the necessary resources demonstrates a commitment to diversity, inclusion, and overall employee well-being. Ultimately, supporting women through the menopausal transition not only contributes to a positive work culture, but also yields tangible returns for the organisation’s bottom line.

Conclusion

Menopause should not be a taboo subject in the workplace, but rather an opportunity for organisations to demonstrate their commitment to supporting women at every stage of their careers. Why limit terms like ‘silver foxes’ only to mature men? Senior women in the workplace should be seen as leaders of the pack - ‘silver pumas’ - with experience and wisdom. 

By fostering open dialogue, implementing supportive processes, and investing in women's well-being, we can pave the way for a more inclusive and empowering work environment for all. Let's break the silence and celebrate women's contributions, regardless of age or stage in life.

Read the German version of the article on ellexx