A lack of workplace accommodations for menopausal workers is not only detrimental to their physical and mental health, it can also harm their careers. That’s according to a new survey of thousands of women suffering from menopausal and perimenopausal symptoms.
Women’s health company Bonafide surveyed more than 2,000 U.S. women ages 40 to 64 for its fourth annual State of Menopause report, the results of which were released Monday. More than three-quarters of women (76%) report not having workplace accommodations during menopause, a biological milestone experienced by more than 1 million women nationwide each year, according to the National Institute on Aging (NIA) .
The figures reflect an already slim drop in support; nearly a third of respondents (31%) in Bonafide’s first 2021 survey said they felt at least “mildly supported” by their employer.
In this year’s survey, more than half of women (51%) said they wanted to increase workplace accommodations. Empathy from colleagues and increased time off are just two ways companies are helping meet the needs of menopausal workers, the report says.
“The days of suffering in silence are over,” said Dr. Alyssa Dweck, a practicing gynecologist and chief medical officer of Bonafide. wealth. “If you are on crutches or in a wheelchair and work in a high-rise building, it makes perfect sense to make sure the elevators are working properly.
“So if you suffer from hot flashes and night sweats, and they interfere with your work or impact your productivity, why wouldn’t it make sense to offer simple options to make people feel more comfortable?”
Women say menopause affects work performance
Although temporary, a woman’s journey into menopause is not short-lived. Perimenopause, also known as the menopausal transition, typically begins between the ages of 45 and 55 and can last between seven and 14 years, according to the NIA. Not all women experience symptoms, but some face a combination of symptoms, from hot flashes and painful intercourse, to depression and trouble sleeping. Formally speaking, menopause marks one year after a woman’s last menstrual period.
In other words, the peak of a woman’s career may overlap with years of inevitable changes in her mental and/or physical health. Nearly one in two women (49%) say menopause affects their performance at work, according to a Bonafide survey. The situation is even worse for women under 50, with about 76% saying their work performance has been affected.
“I think younger women, women between 40 and 49, feel more helpless, unseen, and unappreciated in the workplace, and they’re very interested in making things more convenient for them in their daily lives. can proceed smoothly.
Dweck isn’t surprised by the age difference, saying the culprit is obvious: technology. It’s not that the older women interviewed don’t feel the same effects of menopause in the workplace, she says; Instead, they may be accustomed to a “smile and suck it up” culture.
Dweck says women under 50 “grow up using bike apps to monitor their traffic. They’re exposed to more technology as they grow up as it relates to fertility. So, naturally, they will too Greater awareness and interest in menopausal symptoms Bonafide reports that women under 50 are four times more likely to use mobile apps, wearable technology or digital health platforms to manage menopausal symptoms.
Nearly half of those surveyed (48%) said they believed women going through menopause were less productive or emotionally unstable in the workplace. As well as dealing with workplace discrimination such as ageism, misogyny and the pay gap, more than two in five women (42%) say menopausal symptoms have dampened their career ambitions.
Failure to address these issues could have devastating consequences for companies’ bottom lines and the U.S. economy — women 16 and older made up 47% of the workforce in June — in addition to hampering women’s career trajectories. Last year, a Mayo Clinic study estimated that menopause costs the United States $1.8 billion in lost work time each year, a figure that jumps to $26.6 billion when medical costs are included. The institutional knowledge that female employees of a certain age bring to the table is also at risk.
“These women have made quite a bit of progress … and they probably have a lot of people working for them,” Dweck said. “Why would an employer want to fire or lose a super-productive person who is already fully trained and extremely valuable to the workforce in that position?”
After all, Dweck says, unless a company has an all-male workforce, sooner or later every menstruating employee will go through menopause.
What steps can companies take to support employees going through menopause?
Let’s Talk Menopause, a national nonprofit that advocates for menopause education and research, recommends that companies adopt the following best practices to support their female employees:
- Create employee resource groups
- Designate a senior executive as the menopause point person
- Provide physical accommodations such as fans and cool rooms
- Provide flexible working hours and locations
While the topic of menopause is becoming less taboo—Bonafide reports that the number of women openly discussing menopause with friends and family will increase by 12% in 2023—it’s understandable that not every woman feels comfortable doing so at work. to meet your own relevant needs. If you have questions, Dweck says, contact human resources. Companies may also consider offering educational resources or telemedicine sessions from menopause coaches and relaxing dress codes during the warmer months.
Dweck said employees going through menopause are likely to be “more loyal, considerate, and engaged if they think their boss really cares about them, even on such a simple level.”
More information on coping with menopause in the workplace:
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