Three must-know menopause facts for employers (plus a free policy template)

Spoiler alert: This article is not about detecting or dealing with the signs or symptoms of menopause. (However, as it impacts almost every person with a womb, we’d certainly encourage you to read up on the symptoms.)

Instead, we’re here to share three important facts that employers need to know if they’ve not yet properly paid attention to this widely ignored health condition...

1. Menopause isn’t the problem you think it is

Let’s not waste time pretending there isn’t a stigma attached to both menopause, and the work abilities of those experiencing it.

For example, in a study ran by Harvard Business Review, participants judged a hypothetical coworker described as a “menopausal woman” as being less “leader-like” than when described as a “middle aged woman” or a “middle aged man”. And yet, in her fascinating TedTalk, Neuroscientist Dr. Lisa Mosconi makes it clear:

“Menopause does not impact cognitive performance. What does change is the brain's energy levels."

This means that workplaces risk losing highly capable, experienced, and valuable employees simply because they’re lagging in implementing supportive menopause policies — an oversight that can be costly! To give you an idea of how expensive this lack of understanding is for the economy, a recent Mayo Clinic study in the US quantified this cost at approximately $1.8 billion in lost work time per year!

Employers can drastically reduce this shocking financial loss by increasing awareness and support, just as they do for other health conditions.

2. Your company’s lack of support has a ripple effect (and it’s damaging your overall diversity efforts)

In our most recent annual survey of women and marginalized groups, ‘Women in leadership roles’ was ranked the third most important factor when considering a new employer. (‘Paid leave entitlements’ and ‘Career development opportunities’ took first and second place, respectively). 

Of course, the average age of menopause coincides with the average age of those ready to take on such leadership positions. As such, employers who fail to adequately support talented and committed employees experiencing menopause will struggle to achieve equal representation at all levels. 

This inability to achieve equal representation — especially in leadership — will have a big impact on your gender pay gap data. This is a particularly pressing issue for companies in Australia and the UK, who are required to publicly report on their pay gap data every year.

81% of What Women Want Survey respondents also said they want to know what employers are doing to reduce their gender pay gap.

💡 To find out more about understanding and assessing your gender pay gap data, take a look at our free step-by-step checklist.

3. An increasing number of other employers already “get it” 

In fact, the most sought-after resource in our varied knowledge base for the employers we work with is currently “How to implement menopause leave”. 

Many of the leading employers we work with are also implementing an official Menopause Policy (often alongside a Menstrual Policy). This includes offerings such as flexible work arrangements and counselling services, which can be used to foster an inclusive culture that benefits everyone.

"When those experiencing menopause receive the support they need during this transition, it can have a positive ripple effect on their families and colleagues. It promotes a culture of empathy and understanding that extends far beyond the menopausal years. It’s a win-win situation that [companies] cannot afford to ignore any longer. Menopause is a natural part of life; it’s time we treat it that way in our workplaces too." WORK180 Co-Founder and CFO Valeria Ignatieva speaking to Women’s Agenda

It’s also vital to note that documents and paperwork alone won’t do. As with any policy designed to support diversity, equity, and inclusion (DEI), it must be part of a sincere, well-communicated, and consistent effort to support those experiencing menopause. 

Want to make sure you're getting it right? 

Download our free menstrual and menopause policy template, written and approved by diversity, equity, and inclusion (DEI) experts, and editable to your workplace ⬇️