From Silence to Support: Revolutionizing Workplace Wellness Through Menopause Benefits
“Many women who are experiencing menopause are at the peak of their careers. If they leave the workforce, there’s less gender diversity, especially at the top at leadership level,” said Kate Muzzatti, chief people officer at health benefits provider Maven Clinic. If companies are to preserve some of their most valuable leaders, then something needs to be done to help women stay in the workforce longer.It’s estimated that about 20% of the workforce experiences symptoms related to menopause–symptoms that can disrupt performance and even drive some to leave their jobs–and there’s a cost to business. Productivity lost to menopause symptoms costs the U.S. $1.8 billion per year.During a recent From Day One webinar titled “From Silence to Support: Revolutionizing Workplace Wellness Through Menopause Benefits,” Muzzatti and her colleague Stacey Fine, an OB/GYN at Maven Clinic, laid out ways employers can improve the workplace for women experiencing symptoms.First on the to-do list: Get rid of shame. Pulling themselves out from under the weight of social taboo, women are talking about their need for menopause support despite fears of being perceived as old or losing respect. Public figures like the former First Lady Michelle Obama and the actress Naomi Watts have talked openly about their experiences with menopause, and companies are encouraging their employees to speak up too.People need to understand that menopause is a normal stage of life, says Fine. This could go a long way in destigmatizing the matter, which can in turn protect careers. She’s confident that menopause will shed its taboo, albeit slowly. “As we develop more access so people can continue to get the care they need and really feel supported, that stigma will come down, it’s just going to take some work.”Employers Risk Losing Valuable Company LeadershipAs the workforce ages (the World Health Organization projects that one in six people globally will be aged 60 or older by 2030), there will be more workers experiencing the symptoms of menopause while on the job. Employers including Bristol Myers Squibb, Microsoft, and NVIDIA are responding with new policies, medical care, social support, and cultural changes to make it easier for these women to stay in the workforce and thrive for as long as they want to.Stacey Fine and Kate Muzzatti of Maven Clinic spoke during From Day One's recent webinar on menopause benefits (photo by From Day One)For businesses, attrition due to inadequate menopause support disposes of institutional knowledge and professional wisdom, workplace leadership, and valuable mentors. For women, it means lost wages and prematurely ended careers.“We don’t want people to think that talking about menopause is going to be harmful for their careers,” Muzzatti said. “If you’re tired, if you’re not sleeping well, if you’re having symptoms that could impact your day-to-day, you don’t want to have those things associated with your performance.”Yet this is a fear for many women. According to a Bank of America survey in 2023, 60% of women feel that menopause is stigmatized, and 58% don’t feel comfortable talking about it at work, fearing that their coworkers will think differently of them—that they’re old or can no longer do their jobs.Components of an Effective Menopause Support ProgramMuzzatti and Fine laid out the most important parts of a menopause support program in the workplace including policy changes, manager training, comprehensive medical care, and social support systems.If your company doesn’t provide flexible working schedules, menopause support is a good reason to start. Being able to work from home when necessary, clock out for doctors’ appointments, and shift one’s schedule can help women stay engaged and on the job longer. Some practical policies allow workers to address symptoms in the workplace, like the ability to move one’s desk or wear cooler clothing.They also recommended that employers seek a health benefits provider that offers dedicated care teams specializing in menopause. “We want you to have a range of specialties so that we’re meeting employees where they are with the needs they have. It might be mental health providers, nutritionists, physical therapists, wellness experts, or career coaches,” Muzzatti said. A broad slate of therapies and care types gives women the freedom they need to make the best choices for them. As useful as telehealth is, even for those experiencing menopause, there are going to be times employees prefer to, or even need to, see somebody in person.Not everyone will know that they’re experiencing menopause, and a good menopause support plan can help them find out more about their symptoms. Though some people will have textbook signs like hot flashes and night sweats, many will experience mental health changes, like depression and anxiety, heart palpitations, and joint pain that may not immediately be associated with this stage of life. The experience is ultimately an individual one.“Menopause by definition is one full year without a period, but this doesn’t necessarily apply to somebody who had a hysterectomy and has their ovaries. They may not know when they’re actually menopausal,” said Fine.As individual as the experience may be, there’s no reason for it to be alienating. Employers can organize social support for workers where they can find a community. Maven has created employee resource groups (ERGs) and support groups, “safe spaces for people to come together and share ideas and talk to others who are having similar experiences,” Muzzatti described.If employees are to take advantage of these benefits, then they must feel comfortable doing so. Stamp out the stigma of menopause by building it into manager training, that way everyone learns to talk about it. “Best-in-class organizations are providing awareness and training, especially to managers on how to talk about this, how to recognize that there’s an issue, and how to have the right conversations with their teams,” Muzzatti explained. Maven’s include talking points and plenty of practice with roleplay scenarios.Workers, too, will need exposure. Even among predominantly male workforces, there are employees who will go through menopause at some point, and plenty surrounded by people who will. “No matter what your workforce looks like, it’s still key to be educating your entire employee population,” Muzzatti said. Fine pointed out that the same applies to benefits–make them universally available to everyone who needs them. Mental healthcare is important for all, but may be especially beneficial to members of the transgender and non-binary communities. Having symptoms can surface complicated feelings about one’s own gender, she noted.“Symptoms come over a period of time,” Fine said, so revisit, revise, and augment your menopause policy periodically. Whenever you revise, bring it up again with employees and establish a routine that makes people feel safe asking for the help they need. In a way, make it ordinary. “We try to normalize it,” said Muzzatti. “We try to create a safe space where people can be direct and kind, and have the tools and resources they need.”Editor’s note: From Day One thanks our partner, Maven Clinic, for sponsoring this webinar. Emily McCrary-Ruiz-Esparza is a freelance journalist and From Day One contributing editor who writes about work, the job market, and women’s experiences in the workplace. Her work has appeared in the BBC, The Washington Post, Quartz at Work, Fast Company, and Digiday’s Worklife.