Menopause support varies by industry: How does yours compare?

Menopause is gaining increased attention in the workplace. Our survey of 1,731 full-time employees from eight countries who are experiencing or have experienced the menopause transition demonstrates how their encounters with stigma and support vary widely across industries.¹

Manufacturing, finance, and education emerged as industries with the most opportunity to make progress.

• Employees working in manufacturing reported the highest levels of menopause stigma and hiding symptoms from others at work. This may be why manufacturing was the industry with the most employees who quit a job and declined job opportunities because of lack of menopause support. Notably, employees shared very specific desires about the type of menopause support they want, preferring support that allows them to address their menopause symptoms without having to reveal their menopause status to others. HR leaders in this industry must carefully consider what types of menopause support to offer and how they will roll out these programs to meet employee needs. Further, they will need to strike a delicate balance between de-stigmatizing menopause and employees’ desires to keep their menopause status private.
• Although employees in the finance, banking, and insurance industry had the most access to menopause support compared to respondents in other industries, they also had higher rates of turnover intentions because of lack of support for menopause. These industries were a close second to manufacturing when it came to employees quitting a job and declining job opportunities because of a lack of menopause support. Additionally, finance, banking, and insurance had the most employees not telling anyone at work about their menopause symptoms. These trends suggest that while finance, banking, and insurance lead the way in offering menopause support, valuable senior talent will still leave if it is not sufficient.
• The education sector offered the least amount of menopause support. HR leaders in this space need to find ways to support employees experiencing menopause even as they deal with tightened budgets and roles that are typically based on a rigid schedule.

How gender distribution can impact the need for menopause support

Gender distribution is a key factor in determining the need for menopause support, but it’s not just about numbers. Even in male-dominated industries, where the percentage of women may be lower, those women are likely to face unique challenges, making menopause support crucial. The question HR leaders must ask is, “Are we overlooking the needs of a smaller, but significant, segment of our workforce?” A lack of support in these environments can exacerbate feelings of isolation or stigma, potentially leading to disengagement, reduced productivity, or even talent loss.

In more gender-balanced or female-dominated industries, the need for menopause support is more apparent, but that doesn’t mean it’s less complex. The prevalence of menopause-related challenges may be higher, and the expectation for robust support systems greater. HR leaders should consider how providing meaningful support can directly improve talent retention and attraction by offering policies, benefits, and resources that make employees feel seen and valued.

Work environments can impact menopause symptoms, work performance, and the need for menopause support

The impact of menopause symptoms on work performance varies across industries.² Employees working in the manufacturing sector report the highest rates of menopause symptoms impacting their performance (54%). Certain working conditions, such as stressful environments with high workloads, unpredictable deadlines, and long hours with little to no breaks can exacerbate menopause symptoms.³ Additionally, physically demanding tasks, poor ventilation, and shift work can cause menopause symptoms to worsen, negatively impacting work performance.⁴ Industries with these kinds of working conditions must be aware of how they can affect menopausal employees and institute workplace adjustments such as flexible work and temperature controls. These types of adjustments not only benefit employees experiencing menopause, but all employees as they improve occupational health and safety.

Workplace stigma around menopause varies across industries

Menopause stigma and disclosure vary across industries, with some experiencing particularly high rates.⁵ For example, in the manufacturing industry, 5 in 10 respondents (52%) said that talking about menopause in the workplace is stigmatized. This may be why manufacturing also has the highest rate of employees hiding menopause symptoms at work (80%).

Four in 10 respondents in the business and professional services (42%); finance, banking, and insurance (41%); and government and military (42%) sectors have never disclosed their menopause symptoms to anyone at work — the highest rates compared to the other industries. These data paint a stark picture of menopausal employees’ experience across industries and serve as a call for all industries, particularly those that are male-dominated, to create inclusive cultures and stop the stigma surrounding menopause.

The absence of menopause support impacts talent attraction and retention

Lack of menopause support affects organizations’ ability to attract and retain menopausal employees, and certain industries are suffering more than others.⁶ For example, in finance, banking, and insurance, 20% of employees report that they are planning on leaving their jobs due to insufficient menopause support, with a similar figure in manufacturing (19%).

Notably, manufacturing has the highest percentage of employees who have already quit because of poor menopause support — 10 percentage points higher than finance, banking, and insurance, the next-highest industry. Manufacturing employees also had the highest rates of declining job opportunities due to poor menopause support (18%), with those in finance, banking, and insurance (16%) and business and professional services (14%) close behind. These findings suggest that organizations in all sectors need to take menopause support seriously to attract and retain talent.

More than 7 out of 10 employees in every industry indicated that they would be more likely to apply for a job with menopause support than one without it.⁷ Additionally, the majority of employees in every industry agreed that there should be more workplace support for employees going through perimenopause and menopause.⁸ The consensus across industries highlights a growing challenge: companies must be proactive in offering workplace support for menopausal employees to avoid losing talent, productivity, and engagement.

Menopause support requests by type and industry

We asked employees in different industries about their desire for five different types of menopause support. Across industries, employees express similar needs for medical insurance that covers menopause treatments and therapies,⁹ a menopause policy that covers time off and flexible working arrangements,¹⁰ and adjustments to the work environment, such as cooling rooms.¹¹

However, industry-specific differences emerge when it comes to environmental adjustments. In manufacturing, only 43% of employees express a desire for work environment modifications, which is notably lower than in other sectors. Given that manufacturing is male-dominated and has the highest rates of menopause stigma, employees in this field may be wary of work adjustments that draw attention to their menopausal status. Instead, policies that offer inclusive accommodations for all employees, such as more flexible breaks or access to cooling areas for general use, might allow menopausal employees to benefit without needing to disclose their menopause status.

The demand for education and awareness sessions on menopause also varies by industry.¹² Employees working in the business and professional services and healthcare and medical fields expressed the greatest desire for menopause awareness sessions, while those in manufacturing expressed the least. A similar trend is seen in the desire for access to menopause health professionals, with healthcare and medical employees leading the demand, while manufacturing employees report the least desire.¹³ These differences make sense given that healthcare and medical workers are more attuned to health-related issues due to the nature of their field, while employees in manufacturing may feel that their industry culture isn’t as conducive to openly addressing menopause support. For these industries, more discreet or generalized support initiatives might yield better engagement.

Disparities in menopause support by industry

We asked employees whether their company offered each of the five different types of menopause support. Across industries, organizations did not offer menopause support at the same level that employees desired it, however there were differences among industries in how much and the type of menopause support each offered.

Specifically, industries offered varying levels of medical insurance that covers menopause treatments and therapies,¹⁴ with companies in the finance, banking, and insurance sector offering the most support (30%). Industries also differed in whether they had a menopause policy that covers things like time off and flexible working arrangements.¹⁵ Employees in manufacturing were most likely to report having a menopause policy that covers time off and flexible working arrangements (36%), while employees in education were the least likely (17%).

Employees’ access to working environment adjustments for their menopause symptoms depended on industry. Those in the finance, banking, insurance (29%) and retail (27%) sectors reported the greatest access, and those in education (16%) and government and military (14%) reported the least.¹⁶ Access to menopause awareness and education sessions is lacking across industries. However, it is particularly low in the education sector (14%) where it is more than 10 percentage points lower than the finance, banking, and insurance industry (25%), which is leading in this type of support.¹⁷ A similar trend emerged for access to menopause health professionals, with employees in the finance, banking, and insurance (27%) and healthcare and medical (24%) sectors reporting the most access while those working in education (15%) reported the least.¹⁸

Overall, there is a clear pattern of disparity in access to menopause support by industry. In contrast to the finance, banking, and insurance sector, the education sector offers the least of nearly every type of menopause support, suggesting that employees in the education sector may find it harder to access menopause-related care. This may be a result of budget constraints, as education is notoriously underfunded,¹⁹ or it may reflect the challenge of providing flexible work options in an industry that is known for rigid schedules. Regardless of the cause, these findings are alarming because women make up the majority of education industry workers globally but are underrepresented in leadership positions within the education field, such as superintendent.²⁰ Insufficient menopause support may be one barrier holding women back from ascending into these more senior positions.

As HR leaders build the business case needed to roll out effective, inclusive, and culturally sensitive menopause programs, policies, and benefits that support the employee value proposition, they should consider the following:

Assess workforce demographics and industry impact: Consider how your organization’s age and gender breakdown intersect with menopause-related challenges. Are productivity and well-being suffering as a result? What role does industry culture play in either supporting or stigmatizing menopause? Tailor your approach to ensure that menopause support is not just a blanket offering, but one that meets the unique needs of your sector and region.

Benchmark against competitors and improve your employee value proposition: How does your company’s approach to menopause compare to industry standards? Are your competitors offering policies like flexible working arrangements, medical insurance, or menopause awareness programs that you are not? Closing these gaps and going further could significantly elevate your employee value proposition and help attract and retain top talent in a competitive market.

Align menopause support with DEI and gender equity goals: How does the lack of menopause support impact gender equity and career progression in your organization? By embedding menopause support into your DEI strategy, could you remove barriers to leadership for women and enhance experiences of inclusion? A thoughtful menopause policy does more than address immediate health concerns — it signals your commitment to long-term gender equity and diversity in leadership.

How to cite: Robothan, K. & Smith, E. (2024). Menopause support varies by industry: How does yours compare? Catalyst.

1. We surveyed 1,731 full-time employees in a variety of industries, with top representation from business and professional services (n = 151), education (n = 372), finance, banking, and insurance (n = 185), government and military (n = 183), healthcare and medical (n = 455), manufacturing (n = 201), and retail (n = 184) industries in Australia (n = 279), Canada (n = 334), France (n = 68), Germany (n = 86), the Netherlands (n = 56), Sweden (n = 106), the United Kingdom (n = 405), and the United States (n = 397). Our sample was mostly cisgender women (100%, n = 1,719) with some representation of other genders (<1%, n = 2). Almost half of the respondents were White (51%, n = 703), and our sample included representation from other racial and ethnic identities as well (e.g., Asian, Black, Indigenous, Latine, Middle Eastern or North African (MENA), or multiracial employees; 49%, n = 684). Most respondents identified as heterosexual/straight (91%, n = 1,540), and our sample represented other sexual identities as well (e.g., asexual, bisexual, gay, lesbian, pansexual, or queer employees; 9%, n = 152). Almost half of the respondents were between the age of 40-50 years (44%, n = 757), and the rest were between the age of 51-79 years (56%, n = 974). Note that participants could skip demographic questions, so totals may not equal 100% or total sample size.
2. A one-way ANOVA revealed a significant difference between industries in employees reporting that menopause symptoms impact their work performance, F(1) = 5.04, p < .001. A chi-square analysis revealed that the percentage of people whose menopause symptoms often impacted their work performance differed by industry, χ²(6) = 47.52, p < .001. Examination of adjusted residuals revealed that the manufacturing industry (5.9) differed significantly from what was expected.
3. Faubion, S. S., Bigler, J. K., Christmas, M. M., Cortés, Y. I., Gill, C., Green-Smith, P., Kapoor, E., Reed, S. D., Shufelt, C. L., Soares, C. N., & Thomas, H. N. (2024). Menopause and the workplace: consensus recommendations from The Menopause Society. Menopause: The Journal of The Menopause Society, 31(9), 741-749.
4. Faubion et al. (2024).
5. A one-way ANOVA revealed a significant difference between industries in employees reporting that there is a stigma against talking about menopause at their company, F(1) = 8.08, p < .001. A chi-square analysis revealed that the percentage of people who perceived menopause stigma differed by industry, χ²(6) = 51.51, p < .001. Examination of adjusted residuals revealed the manufacturing industry (6.1) differed significantly from what was expected. A one-way ANOVA revealed a significant difference between industries in employees reporting that they have hidden their menopause symptoms, F(1) = 3.4, p = .002. A chi-square analysis revealed that the percentage of people who have hidden their menopause symptoms from others at work differed by industry, χ²(6) = 18.54, p = .005. Examination of adjusted residuals revealed the manufacturing industry (3.1) differed significantly from what was expected. A chi-square analysis revealed that the percentage of people who haven’t told anyone at work about their menopause symptoms differed by industry, χ²(6) = 37.05, p < .001. Examination of adjusted residuals revealed the government and military (3.1) and finance, banking, and insurance (2.8), and business and professional service (2.7) industries differed significantly from what was expected.
6. A chi-square analysis revealed that the percentage of people who are planning on leaving their job because of lack of support for employees going through perimenopause and menopause differed by industry, χ²(6) = 42.20, p < .001. Examination of adjusted residuals revealed the manufacturing (3.9) and finance, banking, and insurance (3.7) industries differed significantly from what was expected. A chi-square analysis revealed that the percentage of people have quit their job because of a lack of support for employees going through perimenopause and menopause differed by industry, χ²(6) = 57.42, p < .001. Examination of adjusted residuals revealed the manufacturing industry (6.9) differed significantly from what was expected. A chi-square analysis revealed that the percentage of people who declined a job opportunity due to lack of support for employees going through perimenopause and menopause differed by industry, χ²(6) = 42.81, p < .001. Examination of adjusted residuals revealed the manufacturing (4.3), and finance, banking, and insurance (3.2) industries differed significantly from what was expected.
7. A one-way ANOVA revealed no significant difference between industries in employees reporting that they would be more likely to apply to a company that offers menopause support than one that does not offer, F(1) = 2.14, p = .047. A chi-square analysis revealed that the percentage of people who said they would be more likely to apply to a company that offered menopause support than one that did not offer it did not differ by industry, χ²(6) = 12.28, p = .056.
8. A one-way ANOVA revealed a significant difference between industries in employees reporting that there should be more workplace support for employees going through perimenopause and menopause, F(1) = 9.98, p < .001. A chi-square analysis revealed that the percentage of people believe there should be more workplace support for employees going through perimenopause and menopause differed by industry, χ²(6) = 58.12, p < .001.
9. A chi-square analysis revealed that the percentage of people who want their company to offer medical insurance covering menopause treatments and therapies did not differ by industry, χ²(6) = 3.93, p = .686.
10. A chi-square analysis revealed that the percentage of people who want their company to have a menopause policy to cover things like time off and flexible working arrangements did not differ by industry, χ²(6) = 7.71, p = .260.
11. A chi-square analysis revealed that the percentage of people who want their company to offer adjustments to the work environment did not differ by industry, χ²(6) = 7.56, p = .272. Examination of adjusted residuals revealed the manufacturing industry (2.4) differed significantly from what was expected.
12. A chi-square analysis revealed that the percentage of people who want their company to offer menopause awareness and education sessions differed by industry, χ²(6) = 28.38, p < .001. Examination of adjusted residuals revealed the healthcare and medical (2.1) and manufacturing (-4.7) industries differed significantly from what was expected.
13. A chi-square analysis revealed that the percentage of people who want their company to offer access to menopause health professionals differed by industry, χ²(6) = 39.74, p < .001. Examination of adjusted residuals revealed the healthcare and medical (3.5) and manufacturing (-4.9) industries differed significantly from what was expected.
14. A chi-square analysis revealed that the percentage of people whose company offers medical insurance covering menopause treatments and therapies differed by industry, χ²(6) = 44.64, p < .001. Examination of adjusted residuals revealed the finance, banking, and insurance industries (3.3) differed significantly from what was expected.
15. A chi-square analysis revealed that the percentage of people whose company have a menopause policy to cover things like time off and flexible working arrangements differed by industry, χ²(6) = 58.66, p < .001. Examination of adjusted residuals revealed the manufacturing (4.3) and education (-3.6) industries differed significantly from what was expected.
16. A chi-square analysis revealed that the percentage of people whose company offers adjustments to the work environment differed by industry, χ²(6) = 41.70, p <.001. Examination of adjusted residuals revealed the finance, banking, and insurance (3.1), retail (2.4), government and military (-2.4), and education (-2.6) industries differed significantly from what was expected.
17. A chi-square analysis revealed that the percentage of people whose company offers menopause awareness and education sessions did not differ by industry, χ²(6) = 20.30, p = .062. Examination of adjusted residuals revealed the finance, banking, and insurance (2.4) and education (-2.3) industries differed significantly from what was expected.
18. A chi-square analysis revealed that the percentage of people whose company offers access to menopause health professionals differed by industry, χ²(6) = 34.52, p < .001. Examination of adjusted residuals revealed the healthcare and medical (2.6), finance, banking, and insurance (2.4), and education (-3.1) industries differed significantly from what was expected.
19. Mervosh, S. & Ngo, M. (26 June 2024). Why U.S. schools are facing their biggest budget crunch in years. The New York Times.
20. Share of female workers worldwide in 2022, by industry. Statista; Phillips, V. (17 March 2023). Women in school district leadership: Rarer than you think. Forbes.