Women Call for More Menopause Support in the Workplace in New Global Survey

 

• 84% of survey respondents called for more menopause support in the workplace.
• More than one-third said that their symptoms negatively affected their work.
• Stigma persists; 72% have hidden their menopause symptoms at work.

 

New York, Oct. 9, 2024 — Women globally are calling for more menopause support in the workplace and they are willing to take their talent elsewhere without it. According to a new survey from Catalyst, the global nonprofit promoting gender equity and workplace inclusion, 84% of respondents agreed that more menopause support is needed in the workplace and one in 10 said they have declined a job opportunity because of a lack of menopause support.

The survey of almost 2,900 full-time employees who are either currently in menopause or recently finished experiencing it from eight countries—including Canada, the United Kingdom and the United States—examined how continued stigma affects women at the height of their careers and contributes to a talent attraction, retention, and support issue. The survey also revealed the more menopause stigma there is at work, the more employees say that menopause symptoms impact their work performance.

“Women globally are calling for more menopause support in the workplace,” said Jennifer McCollum, President and CEO of Catalyst. “Menopause is one of the most common issues impacting women across the entire pipeline, from the front line to the C-suite. Employers should seize this opportunity to break the stigma and silence by providing menopause support in the workplace. To create truly inclusive work cultures, organizations must meet employees where they are—with meaningful resources, conversations, and support.”

Menopause is a workplace issue still facing stigma.

Despite greater emphasis on fostering conversations around once-taboo subjects, such as mental health and burnout, many workplaces have not done the same with menopause. Although 97% of survey respondents have experienced moderate to extremely severe menopause symptoms, 72% have hidden them at work at least once. One-third of employees (34%) have not told anyone at work about their symptoms. When asked why, seven in 10 said menopause is a personal issue, while others said talking about menopause was embarrassing (11%), could cause others to perceive them negatively (7%), or have a negative impact on their career (5%).

Yet, it is a workplace issue; over one-third (37%) of respondents said that their symptoms negatively affect their work performance.

“There’s a ripple effect that impacts women’s career advancement and the leadership pipeline,” McCollum added. “Menopause usually coincides with women’s progression into senior roles. Stigma, combined with a lack of awareness and support, contribute to women’s attrition, which then further exacerbates the available pool of talent as we look higher up the corporate ladder. Supporting menopause in the workplace can help women show up, stay in, and thrive at work—and that is good for business.”

Employer menopause support is critical.

Menopause costs organizations an estimated $1.8 billion per year in the US alone due to menopause-related productivity losses. Closing the gender gap in labor force participation in senior and middle management positions could increase global economic output by 7%, or $7 trillion.

Employers have an opportunity to support women at a critical stage in both their lives and careers. In doing so, they will attract, support, and retain highly skilled senior talent and reap the benefits of increased business performance.

According to the survey, the most in-demand menopause benefits include:

• Time off and flexible work arrangements: 60% of employees want policies that offer time off and flexible working arrangements. Currently, only 25% of organizations offer these.
• Adjustments to the working environment: 50% of employees want changes like cooling rooms or ergonomic considerations, but only 21% of companies provide them.
• Medical insurance: 48% of employees expect coverage for menopause-related treatments and therapies, yet just 22% of employers offer this benefit.
• Access to menopause health professionals: While 46% of employees are asking for this, only 22% of organizations have responded with concrete offerings.
• Education and awareness at work: 42% of employees seek broader workforce education on menopause, but a mere 19% of employers provide such training.

Steps for a menopause-inclusive workplace.

Proactively implementing menopause policies and benefits can create a more inclusive and supportive culture. In industries where competition for talent is fierce, addressing stigma and providing menopause support could be a game changer, enhancing a company’s brand and attracting high-caliber candidates who value well-being initiatives.

There are five key actions organizations can take to support, retain, and attract women experiencing menopause in the workplace:

• Implement practical and meaningful workplace menopause benefits. Start by conducting a comprehensive audit and gathering employee feedback.
• Educate employees and managers about menopause and menopause stigma’s negative effect. Tap employee resource groups to combat stigma and listen to employees about what women experiencing menopause across intersecting identities need and their experiences within your company.
• Foster an inclusive and open workplace culture that normalizes conversation about menopause and reduces stigma. Train managers to engage in active listening, open communication, and empathy and equip them with an awareness and understanding of menopause, so employees can openly discuss.
• Examine retention data and exit surveys for patterns that suggest employees of menopausal age are leaving or not advancing in your organization. Use data to inform your retention strategy to keep top talent through the menopause life stage.
• Advertise menopause-supportive policies and benefits in job postings, particularly for senior leadership positions, to help attract a gender-diverse pool of applicants.

Catalyst will be rolling out additional findings from the survey throughout October, World Menopause Awareness Month. A panel of experts will explore how to build a menopause-inclusive organizational culture during a webinar on Oct. 30. The event is free and open to the public.

Methodology

Catalyst surveyed 2,892 full-time employees across Canada, the United Kingdom, the United States, Australia, France, Germany, the Netherlands and Sweden in a variety of industries. Top representation came from the business and professional services, education, finance, banking and insurance, government and military, healthcare and medical, manufacturing, and retail sectors. The sample was of mostly cisgender women with some representation of other genders. Almost half of the respondents were between the ages of 40-50 years, and the rest were between the ages of 51-79 years. Participants were asked a series of questions about their experiences with menopause at work and researchers conducted statistical analysis to understand the prevalence of these experiences.

Catalyst acknowledges and supports the full range of gender diversity and expression and recognizes that not all women experience menopause, and that transmasculine and nonbinary people may also experience menopause and deserve the support of their organization. Additionally, we recognize that even among cisgender women embodied experiences like menopause are complex, multi-faceted, and can diverge considerably.

###About Catalyst

Catalyst is a global nonprofit supported by many of the world’s most powerful CEOs and leading companies to help build workplaces that work for women. Founded in 1962, Catalyst drives change with preeminent thought leadership, actionable solutions, and a galvanized community of multinational corporations to accelerate and advance women into leadership—because progress for women is progress for everyone.

Contacts

Mariana Vanin
Director, Global Communications
Catalyst
[email protected]

Ted Bravakis
Canada Communications Consultant to Catalyst
[email protected]

Frances Knox
EMEA Communications Consultant to Catalyst
[email protected]

Stephanie Wolf
US Communications Consultant to Catalyst
[email protected]