Making Workplaces More Menopause-Friendly: One Way to Start

The Issue

Gendered ageism is a real and growing issue. Studies from Lean In and McKinsey, AARP Policy, Research, and Thought Leadership , Women of Influence , Amy Diehl, PhD and her colleagues, Bonnie Marcus and others reveal how sexism and ageism intersect to impact the careers and financial security of women.

Then, add the ongoing stigma around menopause, a natural phase of every woman’s life, and we see even more challenges:

• Women in menopause face both ageism and sexism, with symptoms often misinterpreted as incompetence or decline.
• This stigma leads to fewer career opportunities and economic disadvantages.
• Women in their 50s and beyond are especially vulnerable, facing stalled careers or forced early retirement.

I hear about these struggles daily from women on LinkedIn and elsewhere. But it doesn't have to be this way.?

Taking Action: Check Out This Toolkit from BSI – The UK’s National Standards Body (NSB)

There are simple, effective steps we can take to make work environments more supportive for women going through menopause. Here are five of my favorite suggestions from the British Standards Institution’s Menstruation, Menstrual Health, and Menopause in the Workplace Guide:

1. Flexible Work Design: Offer flexible hours or remote work options—benefiting everyone but especially helpful for those managing menopause symptoms.
2. Control Over Physical Environment: Allow employees to adjust their workspace, such as temperature and ventilation. Who doesn’t appreciate a more comfortable work environment?
3. Supportive Leave Policies: Ensure sick leave policies cover menopause-related absences so women can take the time they need without fear of penalties.
4. Adjust Uniforms and PPE: Offer uniforms made from breathable fabrics and flexible sizing for body changes or temperature sensitivity. One woman shared with me on LinkedIn how mandated synthetic neck coverings that were part of a uniform worsened her symptoms.
5. Training for Managers and HR: Equip managers and HR staff to recognize and support employees dealing with menopause. Share the BSI toolkit with companies you know and advocate for these changes in your own workplace. I’m going to start including it as a resource in the workshops I do for employers on the Business Case for Older Workers and Intergenerational Teams.

This toolkit includes over 40 pages of tips, facts, resources and guidelines on work design, policies, and metrics. It’s not just about menopause—it covers menstrual health, too, making it a valuable resource for workplaces employing women of all ages.?

Call to Action

Let’s not just talk about supporting women—let’s ACT.

Download the toolkit and let me know what steps you're taking to create more inclusive workplaces for women of all ages.

@ Janine Vanderburg, 2024.

As CEO of Encore Roadmap and co-founder of Changing the Narrative, a leading anti-ageism initiative , Janine brings over three decades of experience leading social and organizational change initiatives to her current work speaking, writing and consulting with businesses, media and brands on how they can become more age-inclusive, leverage the skills of older workers, and help intergenerational teams succeed.

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