Being Mindful of Menopause to Create a Truly Inclusive Benefits Strategy

BY Susan Kelly | December 08, 2022

Since menopause is a natural biological process that affects every woman in midlife, why is it rarely discussed in the context of workplace inclusion? Because, declared Harvard Business Review, “menopause is one of the strongest and most discriminatory taboos still existing in the workplace. The mental and physical symptoms and their negative effects on women’s productivity are needlessly exacerbated by poor policies and persistent, outdated, gender- and age-related assumptions.”

For some, the symptoms of menopause are mild. But for others, daily routines are disrupted as changing hormone levels take a toll, bringing a range of symptoms, from hot flashes, night sweats, fatigue, and trouble concentrating to heart palpitations and urinary incontinence as pelvic muscles weaken. What’s more, symptoms typically last about seven years but can linger for as long as 14 years.

About 20% of the workforce is affected by menopause at any given time, Brooke Bartholomay Quinn, chief customer officer for Carrot Fertility, said in a recent From Day One webinar focusing on the role of menopause in the workplace. Yet the issue is seldom on the radar screen of employers. Further complicating matters is a lack of dedicated medical providers who specialize in treating the condition, limited training on menopause care in residency programs for OB-GYN doctors, and conflicting research on the value of hormone therapy.

Yet the situation could be changing. “As a society, we really are at a very critical juncture. People are starting to talk about this. Medical researchers are conducting long-term trials across multiple specialties. And women are pushing and advocating for better care and recognition of the symptoms in the workplace,” she said.

Because the effects of menopause on both physical and mental health can reduce worker productivity and lead to increased turnover, creating an inclusive environment for those struggling with the impact of menopause can help ensure valued employees stay well and on the job, Bartholomay Quinn said.

Carrot’s own survey of 1,000 women affected by menopause found most felt they went into the life stage unprepared, and symptoms interfered with their work. Just 8% said they received significant support from their employer. Nearly half considered changing jobs to find remote work so they could better manage symptoms, while 22% thought about retiring early. “Imagine having trouble sleeping for a year and how that would impact your daily energy levels and your overall mood, and for that matter your level of productivity,” said Bartholomay Quinn.

Brooke Bartholomay Quinn, chief customer officer for Carrot Fertility (Company photo)

For the average woman, the transition to menopause, known as perimenopause, begins between ages 45 and 55. The average age at which women enter menopause, defined as 12 consecutive months without a menstrual period, is around 51. Many women are senior leaders at their companies duing these years, noted Bartholomay Quinn.

In one of the more surprising findings of the Carrot survey, 46% of respondents said their 50s have been the most difficult time of their careers, well ahead of the second-ranked 20s chosen by 25%. “This statistic alone shocked me,” Bartholomay Quinn said. A larger number of women also described menopause as a more challenging time in life than starting a new job, starting a family or getting a promotion. To better manage symptoms, many respondents said they took time off from work, often concealing the reason for doing so. Of those who took time off, 71% lost more than 40 hours of work and 30% lost over a month–an “astounding” figure, Bartholomay Quinn said.

The Lack of Significant Support

“You can see right away that the lack of conversation that exists around menopause means that individuals do not know what to expect or where to turn when the process starts,” said Bartholomay Quinn. “As someone who‘s been navigating this journey personally for the last several years, I can tell you firsthand that it has been an incredibly frustrating journey. I struggled to understand the symptoms and the impact of menopause on my mind, my body and relationships, and attempting to find adequate medical guidance for dealing with the symptoms and their long-term impacts, for me, has been the most challenging.”

Nearly 60% of those in the Carrot survey reported their employer offered no significant support for menopause. A majority of the women said they did not feel comfortable talking to their employers or HR department about the issue. Of the 21% whose employers offered some support for menopause, flexible scheduling was the most common accommodation.

How to Do Better

Bartholomay Quinn offered several suggestions for employers to consider to improve the environment for their staff members experiencing menopause symptoms, while also boosting productivity and reducing turnover. They include providing education resources, a database of menopause care experts, and access to those providers through telehealth. Menopause mentors or support groups and private wellness rooms at workplaces are additional options.

Respondents in Carrot’s survey expressed interest in the ability to work from home, flexible scheduling, time off, and access to medical care and support to manage symptoms. And with egg freezing now mainstream, fertility health care can be a part of the benefits program that can help people going through early onset menopause, Bartholomay Quinn said.

Editor’s note: From Day One thanks our partner who sponsored this webinar, Carrot Fertility.

Susan Kelly is a Chicago-based business journalist.

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