Menopause impacts workplace equality, but not yet the way it should

Menopause is often viewed as a taboo subject, especially in professional settings. International Menopause Day serves as a reminder of the silent but significant impacts of menopause on workplace diversity, equality, and inclusion (DEI). Creating spaces to speak about this is a fundamental step to break the stigma.

The taboo that menopause, to many, signifies the end of youthfulness and sexuality is negative —it promotes a society that values women only for their reproductive purposes and for being young and beautiful. We know there are negative symptoms and we should talk about them; hot flashes, brain fog, and others. Yet, studies and experiences show that menopause can bring positive change to women's lives and that after menopause, women become extremely driven and extra creative. The problem is that many women do not seek medical help for negative symptoms and companies lag behind in providing support to ensure women in and after menopause are most productive.

I see the benefits to this new stage in my life clearly. I know myself more, and I’m more confident, less stressed and don't let nonsense get me down. And there are other great menopause symptoms- no more PMS, menstrual cycles or fear of getting pregnant.

However many working women try not to draw attention to the fact that they’re experiencing symptoms, positive or negative, for fear of ageism or a lack of understanding from colleagues. In 2021, the Mayo Clinic invited 32,469 women aged 45-60 to participate in a survey. Just over 16.1% responded and of those, only 4,440 were employed and thus included in the study. Their research also found that 597 women (13%) reported having at least one adverse work outcome due to menopause symptoms in the year before.?

Equileap ’s Global Report this year found that just 6% of CEOs are female, only 15% of companies have a female CFO, and only 1% of companies have both a female CEO and CFO. These roles often demand the expertise of highly experienced people, typically at the peak of their careers. It is important to realize that at the time when women go through menopause, is when they will also have the most wisdom and confidence. But, as notes Helen Tomlinson writing for the World Economic Forum , highly experienced women at the peak of their career may lack the support to manage menopausal and perimenopausal symptoms that could help revert the trend and bridge the gender gap. Women of menopausal age account for the fastest growth in the workforce, but they may face taboo and stigma that reduce their responsibilities at work or simply push them out of the workforce. Helen Tomlinson was appointed by the UK government as its first Menopause Employment Champion around International Women’s Day this year. In May, British Standards Institution - BSI published a guide for organizations to adopt better practices regarding menopause.

To advance workplace equality with a more comprehensive view of gender diversity, Equileap is now including LGBTQ+ metrics in our datasets. As more and more data show the gains in performance that diversity brings, we are positive that more companies will up their game in creating more inclusive environments. The recognition that workplace-related concerns and stigma that impact women of menopausal age can similarly affect trans men and non-binary individuals is therefore key for companies to rely on and retain the talent of experienced people, without discrimination.

The importance of addressing menopause in the workplace is underpinned by various international commitments. The United Nations Sustainable Development Goals emphasize good health and well-being, and gender equality and decent work for women as key objectives. While progress has been made in promoting gender equality and diversity, the unique experiences of women who go through menopause remain underappreciated. Starting open discussions about it offers an opportunity to reframe the way we think workplace policies that make the most of diversity and promote equality.

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