A lack of workplace accommodation for menopausal employees not only negatively impacts their physical and mental health, but also their careers, according to a new survey of thousands of women suffering from menopausal and premenopausal symptoms.
Women’s Healthcare Company genuine A survey of more than 2,000 American women aged 40-64 was conducted. 4th Menopausal Status ReportThe survey results, released on Monday, showed that more than three in four women (76%) said their workplace did not accommodate menopause, a biological milestone that more than one million women nationwide experience each year. National Institute on Aging (NIA).
These data reflect a decline in already minimal support, with almost a third (31%) of bonafide respondents First survey of 2021 They reported feeling at least “somewhat supported” by their employers.
Just over half (51%) of women surveyed this year said they would like to see more accommodations in the workplace, and empathy from colleagues and more time off are just two of the ways companies can meet the needs of employees going through menopause, the report said.
“The days of suffering in silence are over.” Dr. Alyssa Dweck“We’re very grateful for the support,” said Bonafide’s chief medical officer and obstetrician-gynaecologist. luck“If you’re on crutches or in a wheelchair, it makes sense to make sure the elevators are working if you work in a high-rise building.
“If hot flashes and night sweats cause problems for people and interfere with their work and productivity, doesn’t it make sense to offer simple options to make people more comfortable?”
Women say menopause is affecting their work performance
Although temporary, a woman’s journey through menopause is by no means short. MenopauseAlso known as the menopausal transition, this period usually begins between the ages of 45 and 55 and can last from seven to 14 years, according to the NIA. Not all women experience symptoms, but some can suffer from a range of symptoms or combinations, from hot flashes and painful intercourse to depression and sleep problems. Officially, menopause marks one year after a woman’s last menstrual period.
In other words, the peak of a woman’s career may coincide with inevitable changes in her mental and/or physical health over the years. In the Bonafide survey, nearly one in two women (49%) said menopause has affected their work performance. It’s even worse for women under 50, where about 76% said their work performance has decreased.
“A few younger women, ages 40 to 49, seemed to be feeling a little powerless, a little unseen and unappreciated in the workplace and were very interested in more attention being given to making their day-to-day lives easier,” Dweck says.
Dweck wasn’t surprised by the age difference. She says technology is clearly to blame. It’s not that the older women surveyed aren’t feeling the effects of menopause in the workplace. Rather, she says, they may be accustomed to a culture of “putting up and enduring.”
Dweck says women under 50 “grew up using cycle apps to monitor their menstrual progress. They’ve always had access to fertility technology, so it’s no surprise they’re becoming more tech-savvy and interested in menopausal symptoms. ” According to the Bonafide report, women under 50 are four times more likely to use mobile apps, wearable technology, and digital healthcare platforms to manage their menopausal symptoms.
Almost half of respondents (48%) believe that menopausal women are perceived as less productive or mentally unstable in the workplace, and in addition to workplace discrimination such as ageism, misogyny and pay gaps, more than two in five women (42%) say that menopausal symptoms are holding them back from pursuing their careers.
If these concerns are not addressed, it could have a devastating effect on corporate bottom lines and the U.S. economy. Women aged 16 and over: 47% of the workforce In June, he said that not only do they hinder women’s professional career trajectories, Mayo Clinic Study In the United States, the loss of work time due to menopause is estimated at $1.8 billion per year, a figure that rises to $26.6 billion when medical costs are included. The organizational knowledge that female employees of a certain age bring is also an issue.
“These women may already be well advanced in their jobs and have many subordinates,” Dweck says. “What employer wants to fire or lose a highly productive employee who is already well-trained and invaluable in their jobs?”
After all, unless your company has an all-male workforce, Dweck says, any employee who menstruates will reach menopause sooner or later.
What can businesses do to support employees going through menopause?
Let’s talk about menopauseA national nonprofit that promotes menopause education and research advises companies to adopt the following best practices to support their female employees:
- Create an Employee Resource Group
- Appoint an executive to be in charge of menopause
- Providing physical facilities such as fans and cool rooms
- Offer flexible working hours and locations
While the topic of menopause is becoming less taboo (Bonafide reports that the number of women who openly discuss menopause with friends and family has increased 12% since 2023), it’s understandable that some women may feel uncomfortable addressing their menopause-related needs at work. If in doubt, Dweck says to talk to HR. Companies could also consider offering educational resources, telehealth sessions with menopause coaches, and relaxing dress codes during warmer months.
Menopausal employees are likely to be “more loyal, thoughtful and proactive, even in the little things, if they know their manager truly cares about them,” Dweck says.
For more information on how to deal with menopause in the workplace, see:
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