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.
Even in more progressive organizations that offer reproductive health solutions, known by many as FemTech providers, like Maven, Carrot, MIDI, Peppy, and a whole host of other companies with ovarian-esque names, many employees don't take advantage of these incredible options. If they do, they often hide it to protect themselves from the ageism, and sexism that have plagued American corporations for eons.
When I started talking about my perimenopause symptoms on LinkedIn, women and allies have been diving into my DMs to let me about the horrible experience they or their partner had, and to tell me to keep going. Others let me know that while they loved what I was saying, they would never like or comment on my menopause posts out of fear.
I get it.
Because true menopausal care in the workplace requires a seachange at the policy level to have impact, I generally speak directly to menopausal women and provide them tips for handling their symptoms in and out of the workplace. I have, however, spent the majority of my career on the side of the employer and have had to answer many a direct question (coined RUDE FAQs by fellow menopause advocate Cyndi Tefft) from CEOs and other senior leaders with regard to why women, especially those in midlife need "different" care than their male counterparts.
Employers, please find my top 5 tips for supporting menopausal women at work:
1 Companies need to take a measured thoughtful approach to caring for their menopausal team members. Virtue-signaling isn't going to cut it, because midlife women are some of the savviest consumers of information around and they know the difference between genuine care and a "check the box exercise." Organizations would be better served teaching managers to lead with compassion, than just dropping another app in the human resources hub.
Compassionate leadership trainings, keynote speakers who can share lived experiences of working through menopause, and monthly well-being check-ins for all employees are great ways to drive compassion and show that employers care.
2. Everyone in an organization needs education on the menopausal transition, and not just women. It is difficult to conceptualize what the menopausal transition is like until you experience it yourself. That's why we need widespread training and awareness campaigns. Having ovaries doesn't mean we get it.
Case in point: When I was 35, I had a difficult boss who I now realize was going through the menopausal transition. At the time when I asked her what was wrong, she said "female stuff," which left me confused, and frustrated. To say I lacked understanding and compassion was an understatement and I deeply regret my lack of empathy. Educate your people, and the compassion they show will do wonders for midlife women and your business.
3. Encourage story sharing and from all levels of leadership, especially the C-suite. If we want colleagues to feel comfortable asking for the support they need then we need to create an environment that feels safe and supportive. By no means am I saying that women should be outed and voluntold to share what may be deeply personal experiences. For those who are willing to be vulnerable, it is a fantastic opportunity to create open dialogue throughout the organization.
As a bonus, wouldn't it be amazing if loving supportive allies shared their perspective on loving and partnering through the menopausal transition? I know I want to see that discussion.
4. If you don't have an employee resource group (ERG) for women, found one or provide them with access to external communities centered around women's health. Offering prescription benefits that allow hormone therapy, and other medical interventions are table stakes for women in the menopausal transition, but there is not a magic pill. Being in the community of other women who are experiencing the same symptoms can help us realize we aren't alone. If you don't have an ERG specific to women's health, there are great communities like The Fuchsia Tent that provide clarity, simplicity, access, and support for all who seek it in the menopausal transition.
5. Flexible work policies and paid time off need to be promoted and role modeled as options for anyone experiencing physical or mental distress. Menopause is not a disease. It is a cyclic process that happens to 51% of the population and women should not have to ask for accomodations. Flexible work policies and taking PTO should be encouraged for any situation where it will create a more supportive environment for workers to succeed.
Many employers thankfully offer flexible work and PTO. Role modeling by leaders is the critical missing piece. If organizations promote only those individuals who never take PTO and spend the most time in the physical office, coming in even when they are ill, that is the behavior that will be repeated. And, while there is something to be said for in-person collaboration, asking any individual who is not at their best to come in regardless, isn't good for the employee or organizational performance and commitment. As a best practice, suggest that leaders recognize individuals based on work outcomes, and not time in office.
In summary, no one expects perfection, or for employees and leaders to be experts on menopausal care. Opening dialogue and teaching leaders about menopause so they can respond compassionately will go a long way to helping midlife women at work. Since the last calculated figure on lost productivity costs for women in menopause was somewhere around 1.8 million, providing us solutions and support just makes sense.