The lack of workplace space for workers going through menopause is not only detrimental to their mental and physical wellbeing, but also to their careers. This is evident from a new study among thousands of women who suffer from symptoms of menopause and perimenopause.
Women’s healthcare company Bona fide surveyed more than 2,000 American women between the ages of 40 and 64 fourth annual report on the state of menopause, the results of which were published on Monday. More than three in four women (76%) reported being out of work because of menopause, a biological milestone that more than 1 million women across the country experience each year, according to the National Institute on Aging (NIA).
These data reflect a decline in already minimal support; almost a third of respondents (31%) in Bonafide’s first survey for 2021 reported feeling at least “somewhat supported” by their employer.
In this year’s survey, just over half of women (51%) said they want more work space. Empathy from colleagues and more free time are just two ways companies can help meet the needs of employees going through menopause, the report said.
‘The days of suffering in silence are over’ Dr. Alyssa Dwecka practicing gynecologist and chief physician of Bonafide, says Fortune. “If you’re on crutches or in a wheelchair, it’s perfectly reasonable to make sure the elevator works if you work in a high-rise building.
“So if you’re experiencing hot flashes and night sweats and they’re interfering with your work or your productivity, why wouldn’t it make sense to provide simple options to make people more comfortable?”
Women say menopause affects performance at work
Although temporary, a woman’s odyssey to menopause is by no means short-lived. Perimenopause, also called the menopausal transition, usually begins between ages 45 and 55 and can last seven to 14 years, according to the NIA. Not all women experience symptoms, but some women face a range and combination of symptoms, from hot flashes and painful sex to depression and sleep problems. Menopause formally occurs one year after a woman’s last menstrual period.
In other words, the peak of a woman’s career can overlap with years of inevitable changes in her mental and/or physical health. Nearly one in two women surveyed by Bonafide (49%) say menopause affects their work performance. It’s even worse among women under 50; about 76% of them say their work performance has suffered.
“The women who were a little younger, 40-49 years old, felt a little more helpless, less seen and less appreciated, I think, in the workplace, and were very interested in more accommodations to be able to do their daily work. lives more comfortably,” says Dweck.
Dweck wasn’t surprised by the age difference, which she said has an obvious culprit: technology. It’s not that the older women surveyed don’t feel the same effects of menopause in the workplace, she says; rather, they are accustomed to a ‘grin-and-bear-it’ culture.
Women under 50, says Dweck, “have grown up with cycling apps to monitor their flow. They grew up with a lot more technology as it pertained to fertility. So of course they will also be much more technically savvy and interested when it comes to symptoms during menopause.” Bonafide reports that women under the age of 50 are four times as likely to use a mobile app, wearable technology or digital healthcare platform to manage their menopausal symptoms.
Nearly half of all respondents (48%) said they believe menopausal women are seen as less productive or emotionally stable in the workplace. And in addition to tackling discrimination in the workplace, such as ageism, misogyny and pay gaps, more than two in five women (42%) said menopausal symptoms have hindered their career ambitions.
If left unaddressed, these concerns could have devastating consequences for the bottom line and the U.S. economy; women aged 16 and over are responsible 47% of the working population in June – apart from hindering women’s professional journeys. Last year one Mayo Clinic study The estimated menopause contributes to $1.8 billion per year in lost work time in the US, a figure that jumps to $26.6 billion when medical costs are included. The institutional knowledge that female employees of a certain age bring with them is also at stake.
“These are the women who have already made quite a bit of progress in their work… there may be a lot of people working under them,” says Dweck. “Why would an employer want to lose or lose a super productive person who is already fully trained and highly valuable to the workforce in that job?”
Unless a company has an all-male workforce, Dweck says, any of its employees who menstruate will sooner or later enter perimenopause.
What can companies do to support employees going through menopause?
Let’s talk about menopausea national nonprofit organization that advocates for menopause education and research, advises companies to integrate these best practices to support female employees:
- Create an employee resource group
- Designate a manager as a person during menopause
- Provide physical accommodations, such as fans and cool rooms
- Offer flexible working hours and locations
Although the subject of menopause is becoming less taboo – Bonafide reported a 12% increase from 2023 in the number of women openly talking about menopause with friends and family – it’s understandable that not every woman feels comfortable tackling it. of related needs at work. When in doubt, talk to HR, Dweck says. Companies may also consider offering educational resources or telehealth sessions with a menopause coach and relaxing the dress code during warmer months.
Employees going through menopause, Dweck says, are likely to be “more loyal, thoughtful and committed if they had the perception that their bosses really cared about them, even on such a simple level.”
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