Supporting Menopausal Women at Work: Bridging Women's Health Gap

A recent joint report launched at Davos by the World Economic Forum and the McKinsey Health Institute reveals a stark health disparity between men and women. While women typically outlive men, they also endure a 25% longer duration of debilitating health.

This “women’s health gap” results in a staggering 75 million years lost annually due to compromised health or premature mortality. Addressing this gap could grant 3.9 billion women an extra seven healthy days per year, totalling 500 days over a lifetime.

Beyond individual well-being, narrowing this disparity could boost the global economy by up to $1 trillion by 2040. Investing in women’s health yields a remarkable $3 return for every $1 spent—an opportunity to enhance lives and foster stronger economies worldwide. Closing the Women’s Health Gap: A $1 Trillion Opportunity to Improve Lives and Economies underscores our collective responsibility to strive for equality.

Better health often means being able to work more effectively. The health disparities outlined in this report affect individuals of all age groups, with about 50% of the burden impacting women of working age. 

The top 10 conditions alone contribute more than 50% of the economic impact. Accounting for the actual disease burden, menopause would rank among the top two conditions, with an estimated GDP impact of approximately $120 billion.

The distinct life stages that many women experiences are menstruation, maternity, and menopause. Today, I aim to shed light on the specific impact of menopause within the context of the workplace. 🌟

Menopausal women, often in their 45-55, are a rapidly growing segment of the workforce, face challenges. Despite their expertise and influence, they often lack support to manage menopausal symptoms. These symptoms impact both daily life and work performance, affecting career opportunities and growth. The transition through menopause encompasses physical discomfort, such as headaches and hot flushes, alongside mental health effects like low mood and reduced self-esteem. As these women navigate this pivotal life stage, their ability to perform at work and seize career advancement opportunities hangs in the balance.

Above that, the significant stigma associated with menopause, particularly impacting younger women, those from minority ethnic backgrounds, and LGBT+ individuals, exacerbates negative workplace experiences. Among women aged 45 to 55 experiencing menopausal symptoms, a staggering 59% report adverse impacts at work. Fatigue, joint pain, and sleep disturbances are prevalent amongst women in this stage. These impact overall well-being and work performance. For example, a skilled engineer could miss project deadlines due to disrupted sleep caused by night sweats.

Beyond the personal toll on women, the absence of robust support for menopausal employees carries far-reaching economic consequences. In the United Kingdom alone, an estimated 14 million working days are lost annually due to menopause and perimenopause-related challenges. Alarmingly, one in ten women grappling with menopausal symptoms has exited their roles as of 2022.

This attrition not only depletes the talent pool within the labour market but also imposes unforeseen costs on individual employers. Notably, research by Oxford Economics reveals that replacing a woman who ceases work due to severe menopausal symptoms incurs a hefty expense—exceeding £30,000. Acknowledging and addressing this issue is essential for both women’s well-being and organizational resilience.

Advancing Support for Menopausal Women in the Workplace

Support in the workplace matters. For many women, the ability to manage menopause effectively can mean the difference between thriving at work or struggling to maintain productivity. Offering support can improve morale, reduce absenteeism, and enhance overall work engagement. Employers who recognize and address this issue can foster a more inclusive and equitable workplace, which benefits everyone involved. While progress has been made, there remains a collective responsibility to bolster support for menopausal women. These are some of my recommendations: 

1. Inclusive Menopause Policy: Encourage organizations to share best practices and expertise across sectors. Provide education and awareness about menopause at all employee levels. Continuously evaluate policies based on the latest research and data.

2. Allyship Programs: Inspire the development of allyship initiatives. Facilitate sharing of experiences, resources, and support. Offer training webinars, symptom checklists, and knowledge toolkits.

3. Inclusive Working Cultures: Promote honest conversations between employees and senior colleagues. Address the impact of menopausal symptoms on work performance.

By prioritizing these strategies, we can enhance both individual well-being and organizational resilience.

Call to Action for Creating a More Gender-Inclusive Workplaces

This post calls on employers, policymakers and healthcare workers to take action. Create a more gender-inclusive workplace and ensuring robust and comprehensive support for women during perimenopause, menopause, and postmenopause is crucial. Without such measures, these individuals will persistently encounter obstacles in their professional journeys. Our unwavering commitment to gender equality is essential—no employee should feel isolated or disadvantaged due to menopause.