As we celebrate World Menopause Day, it’s crucial to spotlight a significant issue affecting women in the workforce. Around the globe, women of menopausal age are the fastest-growing demographic in the workforce. By 2030, it’s projected that over one billion women will be navigating perimenopause or postmenopause, with nearly 50 million women reaching menopause each year. Unfortunately, many of these women face a lack of support in managing their menopausal symptoms, which can lead to decreased responsibilities or even leaving their jobs altogether.

International SOS, a leading health and security risk services company, is urging organizations to enhance their Duty of Care by implementing robust support systems for female employees experiencing menopause. Dr. Katherine O’Reilly, the Regional Medical Director at International SOS, highlights that “menopause marks the end of a woman’s menstrual cycle due to lower hormone levels. This significant life transition can bring various physical and emotional challenges that affect women often at the peak of their careers.”

Menopause typically occurs between the ages of 45 and 55, but early menopause is not uncommon. In fact, about 8% of women in high-income countries and 12% globally experience menopause between ages 40 and 44. Some even face menopause before the age of 40. Factors like genetics, lifestyle, and hormonal imbalances can all play a role in its onset.

The Impact of Menopause at Work

The workplace challenges that accompany menopause are significant. Women may experience poor concentration, fatigue, memory issues, low mood, and reduced confidence. A recent study found that women going through perimenopause are 40% more likely to experience depression than those not experiencing any menopausal symptoms. Fluctuating hormone levels can lead to mood swings, and hot flashes can contribute to absenteeism and workforce attrition. This highlights the urgent need for organizations to understand these experiences and provide tailored support.

Dr. O’Reilly points out that while strides have been made in normalizing conversations about menopause, there’s still much more to be done. “Employers can make a real difference by implementing comprehensive menopause policies, offering tailored health resources, and fostering open discussions,” she says. “This not only empowers women but also helps organizations retain valuable expertise and maintain business continuity. Supporting diversity through and beyond menopause is essential for leveraging the full potential of their workforce.”

Five Tips for Organizations

To help organizations create a more inclusive environment and support their workforce in managing menopause, International SOS offers the following tips:

Develop Supportive Policies: Create flexible work arrangements that cater to menopausal employees. This can include flexible hours, access to healthcare resources, and leave options. Make sure these policies are communicated clearly and are easily accessible.

Provide Recognition: Equip all employees and managers with comprehensive information and training about the menopause transition and its impacts. Encourage open conversations to reduce the stigma surrounding menopause.

Embrace Inclusivity: Ensure that your diversity and inclusion initiatives include gender-specific considerations related to menopause. Support groups can be a great way to facilitate open discussions.

Implement Menopause-Focused Programs: Offer health and well-being programs tailored to menopause, including personalized health advice and health checks to help employees navigate this phase.

Enhance Employee Assistance Programs (EAPs): Make sure EAPs are equipped to address menopausal concerns, providing access to medical care, professional guidance, and support for those in need.

As we strive for an inclusive workforce, addressing the needs of menopausal women is not just a matter of empathy; it's a vital step toward creating a supportive work environment that recognizes the value and expertise of all employees. By taking these steps, organizations can empower women to thrive in their careers while managing the challenges of menopause.