Introduction
Despite everyone from Naomi Watts and Halle Berry to Drew Barrymore and Oprah shouting from the proverbial rooftops about the menopausal transition, the conversation is still largely taboo in the workplace. In August, Bonafide Health released their annual "State of Menopause Report" which showed that 75% of women are not getting appropriate support in the workplace.
According to that same report "48% of women believe menopausal women are seen as less productive or emotionally stable in the workplace," and, "career aspirations are also being affected, with 42% of women saying their symptoms have impacted their ambition."
These figures clearly explain why women care about menopause support in the workplace, but why should companies care?
In this article I will explain part of my perspective on the business case for supporting midlife women and I will introduce our newest vertical, Fuchsia@WORK.
💡 Let's Start With the Facts
- As of April 2024, the US workforce is comprised of 51% women.--US Bureau of Labor Statistics, 2024
- "75 million women are in perimenopause, menopause, or postmenopause in the U.S., with 6,000 more reaching menopause each day"--Let's Talk Menopause
- Menopause symptoms lead to $1.8B in lost productivity, and with medical costs added to the equation, businesses are losing $26.6B annually.--Mayo Clinic Study, 2023
Why Else Should Employers Provide Support for Midlife Women?
Reduction of Medical Costs.
For every $1 spent on menopause support programs, companies can save $3-4 in healthcare costs.
- Reduced healthcare utilization: With awareness, education, and better symptom management women use less resources.
- Improved overall health: Support programs can provide overall lifestyle improvements.
- Decreased mental health costs: When we understand that panic, anxiety, and/or depression may be symptoms of the menopausal transition, we may require less resources.
Improved Productivity
Companies with menopause support see a 15-20% reduction in absenteeism and increased presenteeism.
- Stress reduction: Workplace support can alleviate the stress of feeling the need to hide symptoms, allowing for better focus on job responsibilities.
- Reduced absenteeism: With proper support, women may utilize less PTO in favor of flexible work days, increasing overall work attendance.
- Increased Responsibility: Midlife women who experience appropriate support may feel more confident taking on new challenges or leadership roles, leading to higher organizational commitment.
Talent Retention
Implementing menopause support can reduce turnover by up to 50-60% among affected employees.
- Demonstrates employer care: By offering menopause support, midlife women may feel higher well-being which increases their organizational commitment.
- Addresses a critical career phase: Menopause often coincides with peak career performance and our highest earning potential. Support during this time can prevent talented women from stepping back or leaving their roles.
- Attracts high potential talent: Recognition for supporting employees through various life stages can attract new talent, particularly experienced professionals. Millennials and Gen Z talent are very interested in working for companies that prioritize well-being
Increased Job Satisfaction
Companies with menopause support boast a 25-30% increase in job satisfaction among women aged 45-55.
- Alignment with core values: Employees feel more satisfied when their values are in lock step with employers. For instance, it is very hard to work for a healthcare company, that does not care about employee health.
- Greater life-work alignment: Flexible working arrangements and the ability to prioritize life and work according to individual needs can bolster how employees feel about their jobs.
- Improved work performance: When people feel better, they perform better. Not having to worry about debilitating symptoms in the workplace, having greater education and awareness around this life stage, and being met with compassion, all help menopausal women feel better.
Enhanced Gender Parity in the Senior Leadership Pipeline
Organizations supporting midlife women show a 20-25% increase in women in senior leadership positions.
- Role modeling: Women who successfully navigate menopause in the workplace, with company support become super powerful role models, which may inspire younger women to pursue leadership tracks.
- Expanded networking & 'net-worthing' opportunities: Women who remain in the workplace through the menopausal transition have better opportunities for building their professional networks which is crucial for advancing to senior leadership. The menopausal years are also generally the most lucrative period in a woman's career, and the contacts met during this time may help bolster retirement savings.
- Elimination of systemic barriers: Addressing menopause openly in the workplace through storytelling and role modeling removes stigma, which is a significant, often unspoken barrier to the career progression of women.
There are many reasons why organizations should, and are considering sponsoring employee benefits related to menopause care, and there are incredible point solutions already in the market. With that said, menopausal point solutions often come with steep price tags and without organizational commitment to menopause education and awareness, stigma will remain and lead to low resource utilization.
In order to meet the needs of organizations who wish to infuse their cultures with awareness, education, and a healthy dose of compassion without the hefty point solutions price tag, we are launching Fuchsia@WORK into the market. For more information, keep reading.
Introducing Fuchsia@WORK
Reduce Medical Costs & Improve Performance for Midlife Women
As a workplace focused extension of The Fuchsia Tent, we empower business sustainability by enhancing support for midlife women.
Through our validated compassionate leadership model, proven success communicating the ROI for increasing resources for midlife women, and community filled with experts and evidence based solutions, Fuchsia@WORK is the one stop shop to make your organization a leader in talent retention, attraction, and productivity.
The Fuchsia@WORK Approach
BUILD COMPASSIONATE LEADERSHIP
- Using our validated compassionate leadership method, we facilitate workshops and trainings to improve well-being for all team members, especially midlife women
- Keynotes, Fireside Chats, and Panels on Compassionate Leadership
BUSINESS CASE FOR SUPPORTING MENOPAUSE IN THE WORKPLACE
- Proven track record of successfully conveying the ROI of menopause in the workplace to Human Resources and C-Suite Executives
- Consulting with women's health vendors to enhance solutions to better meet the needs of employers
EXTERNAL EMPLOYEE RESOURCE GROUP (ERG) WITH EVIDENCE BASED RESOURCES
- Vibrant community of professional women with expert webinars, evidence-based resources, and group coaching
- Bespoke community tailored to meet the needs of each unique employer
- Training entire organizations, executives, and allies to better support midlife women
- Keynote, Fireside Chats and Panels on working through menopause in the workplace
Kacy Fleming
Kacy Fleming is devoted to fostering human well-being, especially for midlife career women. To that aim she works 1:1, coaching women to thrive through the menopausal transition, as well as working with organizations to help them foster supportive environments for midlife women.
In addition to being the CEO and founder of The Fuchsia Tent, Kacy is a multiple award-winning well-being strategist, and life-coach, with a Master’s in Organizational Psychology and a passion for helping people.
She is a published author and TEDx speaker who has appeared on numerous global podcasts talking about workplace well-being and menopause. She has authored articles on hot topics in the workplace ranging from menopause and mid-career transitions to flexible work, humane leadership, and the keys to employee engagement.