Menopausal women need more support at work. Employers can take action.

Menopausal women need more support at work. Employers can take action.

Closing the Menopause Stigma: Supporting Women in the Workplace

Women in the workplace face numerous challenges in their careers, and one that often goes unspoken is the impact of menopause symptoms. The second annual Menopause in the Workplace Survey conducted by Carrot Fertility, a fertility care platform, reveals the overwhelming majority of women surveyed face difficulties due to menopause symptoms and are hesitant to discuss them with their employers. This survey sheds light on the daily struggles of aging women and the long-standing stigma surrounding menopause.

The survey, which included 2,000 working American and British women in perimenopause or menopause, found that 80% consider managing menopause symptoms at work to be a challenge. Additionally, 72% of respondents admitted to feeling uncomfortable or self-conscious when experiencing symptoms like brain fog. Shockingly, nearly one-third of women, particularly women of color, fear that their menopause symptoms could hinder their career growth.

Tammy Sun, CEO and founder of Carrot Fertility, emphasizes that there is a significant gap in the healthcare system when it comes to supporting women who are post-reproductive age. These women are not only valuable managers and leaders but also essential contributors to the workforce.

Beyond the physical challenges, older women in the workforce also face a lack of support from their employers. The majority of women surveyed who needed to take time off due to menopause did not disclose the reason to their employer. This silence stems from the perception that they may be seen as incapable of maintaining the same level of productivity, the stigma associated with menopause, and uncertainty about who could provide help. This lack of communication exacerbates a crisis of confidence for women who have reached the pinnacle of their careers. Experts argue that shifting the narratives around aging could help address this issue.

The survey brings to light the role of ageism in perpetuating the silence around menopause in the office. Nearly half of the women surveyed (47%) reported experiencing ageism at work. Older workers who face age discrimination often feel the need to exert more effort to prove their worth and prevent job loss.

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According to a 2020 University of Michigan national poll on healthy aging, a significant portion of adults, including women, face various forms of ageism daily, including ageist messaging and interpersonal reactions. These experiences make women wary of seeking menopausal care.

To create a supportive environment, employers must step up by offering menopause care benefits and accommodations, similar to the growing availability of employee-sponsored fertility benefits. Tammy Sun argues that workplace policies supporting menopause align with what employers are already searching for: flexible solutions. Including age-inclusive fertility benefits is an essential step that sends a strong signal of inclusivity and support.

These benefits can encompass access to platforms providing support groups, resources, trained nurses, and obstetricians/gynecologists. Sun emphasizes that women of all ages have equal value and deserve high-quality healthcare throughout their lives.

In addition to these benefits, women express a desire for more flexibility and support in the workplace. Over half of the surveyed women believe that changes in their work routines, such as flexible or reduced hours, could provide relief. Furthermore, 90% of women agree that increased public awareness and discussions regarding menopause would serve as valuable support.

The voices of these women are becoming louder, and the data is crystal clear. The conversation surrounding menopause is gaining momentum, paving the way for a more open and supportive dialogue. Organizations must recognize the challenges faced by women in the workplace and take action to provide the necessary resources and accommodations to support them through menopause and beyond. By closing the menopause stigma, we can create inclusive work environments that value and uplift women of all ages.