Not only does a lack of workplace accommodations for menopausal employees harm their mental and physical health, it can also harm their careers, according to a new survey of thousands of women experiencing menopausal and perimenopausal symptoms.
Women’s healthcare company good well More than 2,000 American women between the ages of 40 and 64 were surveyed. Fourth Annual Report on the Status of Menopausethe results of which were released Monday. More than three in four women (76%) reported no workplace accommodations for menopause, a biological milestone that more than 1 million women nationwide go through each year, according to National Institute on Aging.
This data reflects a decline in already weak support, with nearly a third (31%) of respondents to the Bonafide survey reporting that 2021 Inaugural Survey They reported feeling they received at least “little support” from their employer.
In this year’s survey, more than half of women (51%) said they wanted more accommodations in the workplace. The report says that compassion from colleagues and increased vacation time are two ways companies can help meet the needs of employees going through menopause.
“The days of suffering in silence are over.” Dr. Alyssa Dweckan obstetrician-gynecologist and head of the Department of Medicine at Bonafide, says: luck“If you use crutches or a wheelchair, it makes a lot of sense to make sure the lift is working if you work in a tall building.
“So if you have hot flashes and night sweats and they’re affecting your work or productivity, why wouldn’t it make sense to offer simple options to make people feel more comfortable?”
Women say menopause affected their job performance
Although reaching menopause is temporary, a woman’s journey to menopause is not short at all. menopauseMenopause, also called the menopausal transition, typically begins between the ages of 45 and 55 and can last seven to 14 years, according to the National Institute on Aging. Not all women experience symptoms, but some experience a range and mix of symptoms from hot flashes and painful intercourse to depression and sleep problems. Officially, menopause marks one year after a woman’s last period.
In other words, a woman’s peak career may overlap with inevitable, years-long changes in her mental and/or physical health. One in two women (49%) surveyed by Bonafide said that menopause affected their job performance. The situation is even worse among women under 50, with some 76% saying their job performance suffered.
“Women who were a little bit younger, 40 to 49, felt a little bit powerless and under-seen and under-appreciated, I think, in the workplace, and were very interested in having more adjustments to make their daily lives more comfortable,” Dewek says.
Dewek wasn’t surprised by the age disparity, which she says is due to an obvious one: technology. It’s not that the older women in the study didn’t feel the same effects of menopause in the workplace, she says; they may have gotten used to a “grin and bear it” culture.
“Women under 50 have grown up using period apps to monitor their menstrual flow,” says Dewek. “They’ve grown up with a lot of technology because it’s about fertility. So, naturally, they’re going to be more tech-savvy and concerned when it comes to symptoms during their menopausal journey.” Bonafide reports that women under 50 are four times more 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 women experiencing menopause are viewed as less productive or emotionally stable in the workplace. In addition to facing workplace discrimination such as ageism, misogyny and pay gaps, more than two in five women (42%) said menopausal symptoms have hindered their career aspirations.
Failure to address these concerns could have devastating consequences for corporate outcomes and the U.S. economy—where women ages 16 and older have 47% of the workforce In June, as well as frustrating women’s career paths. Last year, Mayo Clinic Study Menopause is estimated to contribute to $1.8 billion in lost work time annually in the United States, a figure that rises to $26.6 billion when medical expenses are added in. The corporate knowledge that female employees of a certain age bring is also at stake.
“These are women who have already advanced to higher levels in their careers,” Dewek says. “They probably have a lot of people working for them. Why would any employer want to get rid of someone who is highly productive, who is fully trained and who is a great asset to the workforce in that role?”
Unless a company has an all-male workforce, every female employee who menstruates will eventually go through menopause, Dewek says.
What can companies do to support their employees experiencing menopause?
Let’s talk about menopause.a national nonprofit organization that advocates for education and research in the field of menopause, advises companies to incorporate the following best practices to support employees:
- Create an employee resource group
- Appointing an executive as a menopause officer
- Provide physical accommodations, such as fans and cooled rooms.
- Providing flexible working hours and locations
While the topic of menopause has become less taboo—Bonafide reports a 12% increase in women discussing menopause openly with friends and family since 2023—it’s understandable that not every woman feels comfortable addressing her menopausal needs at work. When in doubt, talk to HR, says Dweck. Companies may also consider offering educational resources or telehealth sessions with a menopause coach, and relaxing dress codes during the warmer months.
Employees going through menopause are likely to be “more loyal, thoughtful and engaged if they have this perception that their bosses really care about them, even on this small level,” Dewek says.
To learn more about dealing with menopause in the workplace:
Sign up for our Well Adjusted newsletter, which contains simple strategies for working smarter and living better, from the Fortune Well team. subscription Free today.
