How can companies balance the need for menopause support without stigmatizing it

Bridging the cultural stigma: Why companies should support their female employees during menopause

The workplace often fails to accommodate the unique challenges faced by women undergoing menopause, creating a cultural gap between employers and affected employees. Studies show alarming developments:

• Deloitte report "Women @ Work 2024" & the MenoSupport Study show similar results:
  • 39% of women experiencing pain or discomfort due to menopause continue working despite these issues.
  • Only 19% of women who cited menopause as a reason for taking time off felt supported by their employer.
  • 1 in 10 women said their employer's lack of support was a reason for leaving the company.

Common challenges include reduced concentration, increased stress, and diminished patience with colleagues and clients. Despite these challenges, many women feel unable to disclose their situation due to embarrassment, lack of privacy, or unsupportive management, which contributes to a broader cultural stigma around menopause in the workplace. Fewer and fewer women feel comfortable talking about menopause with their supervisors. Shame, fear of negative career impact, and lack of support contribute to this taboo.

Why addressing menopause matters

With women over 50 becoming the fastest-growing workforce demographic, menopause is a crucial workplace issue. Symptoms can range from physical challenges like hot flashes to psychological effects like insomnia and anxiety, often misunderstood or underestimated. A study done by CIPD indicates over half of women going through menopause report it to have impacted their presence in their workplace and employers have lost a 6th of their workforce due to reasons related to menopause. Without proper support, these symptoms can derail careers and undermine employee well-being. This is something that can negatively impact not just the direct parties, but also the company’s culture and resources. It's important to normalize conversations around menopause and offer practical workplace adjustments that can foster inclusivity and productivity.

What Can Employers Do?

Among many other things, here are some steps employers can take to bridge the gap:

• Raise awareness among managers: Offer training to educate managers about menopause and help them better support their female employees.
• Adapt the workplace: Create flexible work models, provide rest areas, and optimize workplaces (e.g., access to fans).
• Clear guidelines: Develop specific guidelines for menopause to demonstrate a commitment to employee well-being.
• Open communication: Foster a culture where menopause can be discussed openly and health issues are not stigmatized.
• Access to experts: Provide employees with access to healthcare professionals who can advise and support them during menopause.

By addressing this gap, employers not only support their female employees but also retain valuable talent and create a workplace that prioritizes diversity and inclusion.

Benefits for companies:

• Increased employee satisfaction and motivation
• Reduced absenteeism and loss of productivity
• Improved employee retention
• Strengthened employer branding

If you'd like more practical guidance, check out our services to book a demo with our experts.

Increased Productivity and Motivation

Healthy and satisfied employees are more motivated and productive. Together, we can break the silence and empower women in this important phase of life!

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