The workforce is rapidly growing among women of menopausal age, posing unique challenges and opportunities for employers.
- By 2030, over one billion women are anticipated to be perimenopausal or postmenopausal, impacting workplaces globally.
- Many organisations are urged to enhance their support systems for menopausal women to maintain workforce stability.
- Common challenges during menopause include memory issues, low mood, and reduced confidence, affecting career progression.
- Comprehensive menopause support can empower women and sustain valuable expertise in the workforce.
The workforce is experiencing its quickest demographic expansion among women who are of menopausal age. By 2030, more than one billion women are expected to be perimenopausal or postmenopausal, with nearly 50 million women reaching menopause annually. This demographic shift signals the necessity for workplaces to adjust and provide appropriate support for their female employees, who may otherwise face significant challenges if unsupported.
In recognition of World Menopause Day, International SOS, a leading health and security risk services company, has highlighted the importance of workplace support for menopausal women. Dr Katherine O’Reilly from International SOS emphasises that menopause is a key life transition which brings various physical and emotional difficulties. Many women experience symptoms that can last for years, affecting their work performance, attendance, and career advancement. Despite these challenges, awareness of effective symptom management options remains low among affected women.
Menopause typically affects women between the ages of 45 and 55, but early menopause is not uncommon. Factors such as genetics, lifestyle, and hormonal imbalances influence menopause’s onset, with symptoms like poor concentration, tiredness, and mood changes impacting workplace efficacy. A study indicates a 40% increased risk of depression during perimenopause due to fluctuating hormone levels, which further exacerbates workplace challenges such as absenteeism.
Dr O’Reilly notes that while there has been progress in normalising menopause discussions, there is ample room for improvement in organisational support. Employers are encouraged to implement menopause-specific policies, enable flexible work arrangements, and foster discussions to reduce stigma. Such measures empower women to continue contributing effectively, thus retaining invaluable expertise and ensuring business continuity.
International SOS suggests several measures for organisations to consider: develop supportive policies, ensure workforce recognition through training about menopause, and promote inclusivity within diversity programs. Additionally, implementing menopause-focused health programs and enhancing Employee Assistance Programmes (EAPs) to address menopause are recommended steps to foster a supportive workplace environment.
Supporting menopausal women in the workplace is crucial for fostering inclusivity and retaining talent.
