It’s Time To Address Menopause at Work

CLAIRE HASTWELL

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Supporting women with menopausal symptoms can have a positive impact on both employee well-being, retention and the bottom line of your business. 

If you’re not a woman approaching your 50s, you may be wondering why you need to read further. But here’s the thing: Women with menopause are the fastest-growing workplace demographic. 

Deloitte surveyed 5,000 working women across 10 countries for its third Woman @ Work: A Global Outlook annual report. Shedding light on the prevailing issues concerning women’s health, this year’s research reveals that one in five women experience challenges related to menopause or menstruation. 

Of those respondents who experience health challenges related to menopause, one in five say they work through any pain or discomfort. Meanwhile, nearly 30% say they have disclosed their situation as a reason for taking time off and have received support from their employer. 

Despite this, the stigma remains for such cases. Women who grapple with menopause rarely find workplace support, official company guidelines, or a sympathetic ear.

Indeed, the same Deloitte study says that almost 20% who took time off because of menopause-related concerns did not disclose the true reasons and 10% wouldn’t feel comfortable disclosing menopause as their reason for taking time off. 

Notably, 6% believe that disclosing such reasons in the past has negatively affected their career. There’s also 5% who cite the lack of support from their employer about this health challenge as one of the factors for leaving their job. 

Employees experiencing menopause in the workplace need to know their employer has their back. Without the necessary resources and support, your business runs the risk of losing some of your most senior and skilled employees. 

Why employers need to support menopause in the workplace

Women experiencing menopausal symptoms are usually in their 40s and 50s. They’re among your most seasoned leaders. They bring years of experience, wisdom, and institutional knowledge to their roles, often serving as mentors and role models to newer staff. 

Keeping and supporting them is vital to leading successful teams, and building diversity and inclusion in the workplace, which leads to greater innovation. 

“We need to know the organization recognizes, talks about, and openly and unapologetically provides support and resources without us having to disclose,” says Kim Clark, diversity, equity, inclusion, and belonging (DEIB) communications speaker and consultant. 

Why menopausal women leave the workforce

Menopause often happens around the age of 50, but the years leading up to menopause, called perimenopause, can be filled with numerous physical, emotional, and mental symptoms that range in severity and duration. 

Women can struggle with hot flashes, night sweats, insomnia, weight gain, joint pain, anxiety, depression, memory problems, poor concentration, and mood swings. Many women find the effects so draining and unbearable that they can’t leave the house, much less work productively. 

It’s challenging enough to be an older worker in a company culture that prizes younger employees. When menopausal women aren’t simply ignored, they’re frequently the punchline. 

“We can understand why women would try to downplay their symptoms of menopause to avoid the crass, insensitive, inappropriate jokes,” Kim says. 

Menopausal symptoms might be a topic of concern and conversation among close girlfriends, but it’s taboo among polite company. It’s certainly not the norm in everyday offices, where many women don’t feel comfortable approaching their colleagues and superiors to explain how hot flashes and brain fog are now impacting their formerly stellar work performance. 

They fear discrimination in the form of less meaningful work, fewer promotions, and training opportunities — even dismissal. 

How to discuss menopause in the workplace

Menopause is different for everyone. Women should be allowed both “the freedom to talk about it, and not talk about it as well,” Kim says. 

Employers must build an inclusive and open company culture to help women feel comfortable enough to speak about their menopause symptoms. They need to educate staff on how to approach this topic with understanding, discretion, and sensitivity. 

“The company culture and systems need to first be clear on permission to talk about menopause, followed by manager training in context with health and employee well-being, including physical, mental, and emotional experiences,” Kim says. “Storytelling can help foster and set the tone for communication.” 

She points to countries such as Australia and the U.K. that are more open about menopause. Spain recently became the first European nation to give workers paid leave for debilitating menstrual symptoms. Institutional awareness “helps men have more empathy and understanding. Not talking about it plays into microaggressions around women being too emotional or angry.” 

You can apply this same openness to professional settings. Normalize the topic of menopause so women feel safe to speak and ask for temporary and reasonable adjustments. This doesn’t mean employees should be forced into unwanted discussions, but they should know where to go for assistance. 

Sharing educational articles and resources internally demonstrates your company is aware of issues surrounding workplace menopause, comfortable adapting to them, and ready to support affected employees. 

“Have systemic and cultural accountability in the organization to ensure those who participate in the jokes or ageist behavior when someone discloses are managed and held accountable,” Kim says. 

Business benefits of supporting women with menopausal symptoms

1. Improved employee retention and engagement

We know it costs more to recruit and train a new employee than to retain an existing. A more inclusive and supportive workplace can lead to improved employee retention as women are more likely to stay with an employer that values their well-being. Without workplace flexibility and considerate managers, the cost of absences and missed work adds up quickly. 

2. Increased productivity

By providing support and accommodations, such as flexible work arrangements or time off for a doctor’s appointment, businesses can help women manage these symptoms and maintain their productivity.

3. Better employee health

Menopause can increase the risk of health problems such as osteoporosis and heart disease. By providing support and resources for women going through menopause, businesses can help them manage these health risks and maintain their overall health and well-being. 

4. Improved workplace morale

Creating a supportive workplace culture that values the well-being of all employees can improve workplace morale and create a more positive work environment for everyone. 

How to support women with menopause in the workplace

Lead with compassion and empathy when it comes to menopause and workplace matters. Here are seven steps to take for a more inclusive and supportive employee experience for women: 

1. Appoint a menopause champion/specialist within your organization

Designate a willing, informed employee to be the point person on menopause transition issues. They can help make difficult conversations easier by serving as an advocate and also give guidance to colleagues still learning how to discuss menopause in the workplace. 

2. Draft a formal menopause policy for your company

This raises awareness among employees, shows managers how to make modifications, and signals to all staffers that they should feel safe bringing their concerns forward. Encourage privacy and discretion through a general, health-related category of support so women don’t have to disclose such personal information. 

3. Reassess your employee benefits

Does the health insurance cover hormone replacement therapy? What about testing and treating low bone density and heart health, two risk factors that directly impact menopausal women? Permit employees to take medical appointments during work hours. 

Offer menstrual/menopause paid leave, and report it separately from other absences. The Bank of Ireland, for example, allows employees experiencing menopausal symptoms up to 10 paid days off per year. 

4. Allow flexible working arrangements

Employees exhausted in the middle of the day may still perform well at dawn and midnight, so allow temporary schedule adjustments and remote work as needed for workplace flexibility. For shift workers, frequent bathroom breaks and longer periods of rest can make a huge difference. Modify workloads. Create a private, quiet rest area for employees who can’t work at home. 

5. Adapt the workplace environment to support women

Can you provide a desk fan or allow an employee to move directly under an air-conditioning vent or near a window she can open? Due to sudden hot flashes, menopausal women benefit greatly from being able to control their own microclimate. 

If your company has a uniform or dress code, make the fabric breathable or relax the code. Avoid white uniform bottoms and ensure back-up clothing is available. 

6. Provide support through professional training and ERGs

Teach senior leaders and line managers about menopause symptoms and how they can hinder daily job functions. Encourage staff to lead discussions about menopause and workplace issues, but don’t make any assumptions or requirements. 

A great way for people to openly share in a safe space is through a Women Employee Resource Group (ERG), which also allows executive leadership and HR to do some employee listening. 

7. Evaluate your hiring practices

“Being wary of hiring older women because there’s a possibility of menopause” is similar to the prejudice younger women who may become pregnant face, Kim says. It’s critical to consider whether this sort of hiring manager bias exists in your organization, and seek ways to prevent it. 

Menopause is “a real experience for half of the population and companies need to recognize the impact on women’s health,” Kim says. “I can tell you from research, people I know, and from my own experience, it’s different for everyone, from mild to severe symptoms, and nothing to take lightly.” 

With employee retention – especially of experienced workers – at the top of mind, there is a tremendous urgency and opportunity for employers to act on supporting women going through menopause in the workplace. 

Are you taking a deliberate approach to account for the shifting demographics of your workforce?

There’s no question that leveraging data analytical tools can help you gain a more nuanced understanding of how your employee population is evolving, offering insights that can inform and improve your employee experience. 

Through comprehensive employee surveys and data analysis, Great Place To Work Certification™ details precisely how and where you should invest to strengthen your support for all women and all ages and prevent your best talent from leaving. 

CLAIRE HASTWELL

Author

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To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work® Best Workplaces™ in Singapore 2023 Evaluation Methodology

This year, Great Place To Work® Singapore is proud to launch our inaugural Singapore Best Workplaces™ in Healthcare & Biopharma List. This list recognizes exemplary companies in the healthcare & biopharma industry.

Recognized as a global hub for medical technology and research, Singapore has attracted top healthcare and biopharma talents and companies from around the world. It has become the center for essential healthcare services and innovations with its world-class research institutes, academic medical centers, and industry clusters.

In turn, the healthcare and biopharma sectors play a critical role in the country’s economic competitiveness, sustainability, and innovation. These industries have significantly helped in the overall improvement of public health and well-being of the people of Singapore and its neighboring countries.

The inaugural Singapore Best Workplaces in Healthcare and Biopharma List puts the spotlight on the organizations that are dedicated to providing employee satisfaction and engagement, and their commitment to excellence in the industry.

The companies in our Great Place To Work Certified™ community have the premier distinction that helps attract the best talent, build your employer brand, and secure a competitive advantage. To achieve this, they built a working environment that is purpose-driven and people-first. These companies have demonstrated that showing authentic care, prioritizing employee’s holistic well-being, and building a culture of trust go hand in hand with growth and success.

To determine the 2023 Singapore’s Best Workplaces in Healthcare and Biopharma, Great Place to Work®️ analyzed confidential survey feedback representing nearly 12,000 employees working in the tech industry in Singapore.Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place to Work For All™️. Eighty-five percent of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place to Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical relative to their peers in the industry.The remaining 15 percent of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.To be considered, companies had to meet the Great Place to Work-Certified standard. To ensure survey results truly represent all employees, Great Place to Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. Companies with 10 to 99 people were considered for the small and medium category; companies with 100 employees or more were considered for the large category.

Great Place To Work® Best Workplaces™ in Singapore 2023 Evaluation Methodology

To determine the 2023 Singapore’s Best Workplaces in Technology, Great Place To Work®️ analyzed confidential survey feedback representing nearly 12,000 employees working in the tech industry in Singapore. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️. Eighty-five percent of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical relative to their peers in the industry. The remaining 15 percent of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced. To be considered, companies had to meet the Great Place To Work-Certified standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. Companies with 10 to 99 people were considered for the small and medium category; companies with 100 employees or more were considered for the large category.

Methodology

This year, Great Place To Work™ Singapore is proud to launch our inaugural Singapore Best Workplaces in Technology List. This List recognizes exemplary companies in the information and communication technologies industry in four categories:

  • Micro category (10–29 employees)
  • Small (30-99 employees)
  • Medium (100-999 employees)
  • Large (> 1000 employees)

With Singapore’s ambition to be recognized as a regional technology hub, the influx of technology firms (around 80 of the world’s top 100 technology firms have a presence here) and global rankings that place us a leading technology hub outside of San Francisco, the establishment of a Singapore Best Workplaces List in Technology is indeed a timely and needed one. Technology firms in Singapore are characterized by hyper-growth and ambitious expansion plans. This means a continuous war for talent in a highly competitive and rapidly evolving industry.

To maintain our lead as a technology and innovation hub, the ability to attract, retain and sustain skilled talent is critical. We are proud that companies in our Great Place To Work®-Certified community List have built a high-trust culture, engaged employees and maximized their potential to facilitate innovation. They are purpose-driven and adopt a people-first mindset. These are companies that have shown that authentic care and employee well-being need not be compromised for ambitious growth, and that it is possible for businesses to scale up quickly and responsibly. Their culture and core values are embodied in every individual—from senior leadership to rank-and-file employees—and differentiate them from their competitors, priming them to be powerful magnets for top talent.

To determine the 2022 Singapore’s Best Workplaces in Technology, Great Place To Work®️ analyzed confidential survey feedback representing nearly 12,000 employees working in the tech industry in Singapore.Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️. Eighty-five percent of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical relative to their peers in the industry.The remaining 15 percent of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced. To be considered, companies had to meet the Great Place To Work-Certified standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. Companies with 10 to 99 people were considered for the small and medium category; companies with 100 employees or more were considered for the large category

 

Methodology

To determine the 2022 Singapore’s Best Workplaces™️, Great Place To Work®️ analyzed confidential survey feedback representing close to 70,000 employees across different industries in Singapore. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place to Work For All™️. 85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.

Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced. To be considered, companies had to meet the Great Place To Work Certified standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category.

Great Place To Work® Best Workplaces™ in Singapore 2023 Evaluation Methodology

To determine the 2023 Singapore’s Best Workplaces in Technology, Great Place To Work®️ analyzed confidential survey feedback representing nearly 12,000 employees working in the tech industry in Singapore. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️. Eighty-five percent of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical relative to their peers in the industry. The remaining 15 percent of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced. To be considered, companies had to meet the Great Place To Work-Certified standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. Companies with 10 to 99 people were considered for the small and medium category; companies with 100 employees or more were considered for the large category