The Business Case for Breaking the Stigma Around Menopause

When I turned 50 during my last CEO job, my menopause symptoms kicked in. They were mostly intense hot flashes that surfaced at very inopportune times—delivering a client webcast, shooting a video for our website, or presenting to our all-male private equity board. It was embarrassing and uncomfortable, and I surfaced the topic in safe environments, like with my executive team members (almost exclusively women).

That’s why I’m glad to see menopause is having a moment. The subject once discussed in whispers (with an undertone of secrecy and even shame) is at long last getting the public dialogue it deserves. For example,?a WorkLife article ?points out that online conversations are not only validating women’s struggles with menopause and perimenopause, but also driving a push for more awareness of these issues inside the workplace.

That’s a really good thing, because?47 percent of women ages 45-59?contribute to the global workforce, meaning millions of women are going through menopause right now. Awareness is very much needed.?Last year for World Menopause Month, Catalyst Inc. asked LinkedIn followers questions about their menopause awareness. The answers revealed how little people know about this life stage AND about how to support colleagues experiencing menopause.?

Why does menopause awareness matter? You might think it’s mostly about supporting women in their careers—particularly in the context of leadership advancement and doing the “right thing.” These things ARE vitally important. But there are also a bevy of hard business reasons that go beyond fairness and gender equity issues. For example,?a recent story ?in the?New York Times?cites a Mayo Clinic study finding that “menopause costs?American women an estimated $1.8 billion in lost working time per year,”?and a survey from a UK provider suggests that 3.5 million menopausal women have even?considered quitting their jobs .

Perhaps even more sobering are the hard-to-measure impacts of menopause ignorance in a world where the way we work has undergone a seismic shift. People must be able to collaborate deeply and in meaningful ways. Engagement and teamwork can’t be built in the absence of understanding. When women feel compelled to hide symptoms—or when we misinterpret menopause-driven behaviors—relationships suffer.??

TRUST and BELONGING are so important to today’s workforce.?Working to educate leaders and remove the stigma around menopause will go a long way toward fostering them. When women feel safe to talk openly and address how menopause impacts us (without the endless sea of bad jokes), it helps us feel understood and accepted. This impacts how we work together to get things done. It also helps retain the best and the brightest.

We have a rich talent pool of? women in our workplaces. At perimenopause and menopause age, they are at the height of their careers. As the population ages and people work longer than they used to, we need to get intentional about keeping them and creating an environment where they can do their best work. We need their skills, experience, and wisdom more than ever. A workplace menopause strategy is good for employees and good for business.?