Change is an inevitable part of life, and women undergo significant transitions, especially during menopause. A study conducted by UVA Health experts sheds light on the profound and often unexpected impact of this unavoidable phase on women's lives, health, workplaces, and finances.
In the Philippines, menopause typically occurs around the age of 48, with menopausal women constituting the fastest-growing segment of the workforce. In the U.S., nearly 30% of the workforce consists of women in the menopausal age bracket, and a majority of women aged 40 to 60 experience symptoms related to menopause, leading to work absences. These symptoms commonly include hot flashes, mood swings, anxiety, depression, memory loss, panic attacks, diminished confidence, and reduced concentration.
A 2022 survey by Biote revealed that 4 out of 10 women experience weekly menopause symptoms affecting their work performance, with 17% considering leaving their jobs due to these symptoms. Research from the United Kingdom indicated that women with menopause symptoms are more prone to financial difficulties, depression, and self-reported health issues. Despite the prevalence of menopause-related challenges, discussions about the female reproductive system remain taboo in the Philippines, leading women to conceal their symptoms due to embarrassment or fear. With this, organizations must cultivate supportive environments that cater to the needs of this segment.
A study by the UK menopause support app Balance in 2022 estimated significant business losses amounting to £10 billion ($12.15 billion USD) due to menopause-related issues. Meanwhile, Mayo Clinic research suggests annual menopause-related losses of $26 billion for American companies in 2023. Global productivity losses from menopause can exceed $150 billion USD annually. With over 1 billion people worldwide expected to experience menopause by 2025, replacing menopausal workers, especially those in leadership positions, is no longer feasible. Addressing menopause openly in the workplace is imperative to mitigate its adverse effects on productivity and retention. To address menopause in the workplace effectively, organizations can:
Actively Open Discussions: Creating an environment where menopause is openly discussed helps normalize this life stage and break down associated stigmas. This can be achieved by establishing peer support groups for sharing experiences and empowering female executives who have experienced menopause to share their stories, fostering psychologically safe workplaces and providing a supportive environment for people experiencing menopause.
Raise Awareness: Providing resources and education about menopause equips the workforce to support menopausal colleagues effectively, enhancing overall well-being and productivity.
Develop Flexible Work Options: Offering flexible hours, additional breaks, and remote work options accommodates menopause-related symptoms, allowing women to work comfortably during this phase.
Promote Healthcare Access: Encouraging menopausal employees to seek medical support through the company’s accredited HMO doctors and counselling ensures they receive the necessary guidance to navigate this life stage effectively.
By implementing these strategies, organizations can create inclusive environments where women feel supported and empowered to thrive in the workplace and their careers, contributing to a greater dedication to diversity and inclusion.
