Menopause is a key workplace issue. It’s an equality issue and a health and safety issue.
It impacts all women at some point in their lives, often at the height of their careers.
That’s what researchers estimate is the combined annual cost to companies in the US of lost work time and medical expenses related to menopause. Find out how much Menopause is potentially costing your organization below.
Enter in the approximate number of employees that are between 40-60 years old at your organization. Include both women and men. The reason we include men is often they are living with a partner going through perimenopause and menopause so it affects them as well.
According to a study completed & published by Harvard Medical School in partnership with other academic and professional organizations, the average cost per employee has been documented at $2,116 USD* per female employee per year in direct and indirect costs. In addition to the cost of the loss of productivity for male employees who are dealing with the effects of menopause on their relationships at home and with their peers and leaders at work who are often women. This quantifier is coming soon.
* Read the full study here.$0
You can see by the number above that this is a workplace initiative you cannot afford to ignore. The Menopause Education Center can help you reduce these costs significantly. Click here to schedule your complimentary menopause policy assessment.
“It’s up to those who have already made it to the top to build awareness, fight biases, and ensure that everyone feels supported — not silenced — as they progress through the phases of their careers and lives.”
Normalizing discussions about menopause in the workplace is crucial to overcoming biases and creating inclusive cultures – and it is the responsibility of managers to create psychologically safe environments that support open conversations and provide necessary accommodations.
“The U.S. economy is losing $26.6 billion a year due to lost productivity and health expenses resulting from employees who are managing menopause symptoms…”
Women between the ages of 45 and 54 represent 20% of the female workforce in the U.S., and women of color are disproportionately affected.
‘Menopause is a normal life stage in women’s lives, yet there is still a need and opportunity for workplaces to enhance their menopause policies and benefits.”
Nearly two-thirds of women want their employers to provide menopause-specific benefits such as flexible work arrangements and related healthcare coverage but only about 14% of women believe their employers recognize the need for it, a new Bank of America report found.
“…Employers are realizing that offering help is a way to retain experienced women in the work force, as more evidence shows that menopause symptoms are hurting productivity and causing women to leave or consider leaving their jobs.”
Menopause symptoms can significantly impact women’s productivity and lead to job dissatisfaction and leaving the workforce – education and awareness are crucial to reduce stigma and create a supportive environment for menopausal women.
“The most powerful way to eliminate the stigma surrounding menopause in the workplace is to talk about it….”
Menopause is often overlooked and misunderstood in the workplace, despite affecting a significant portion of the workforce. By addressing menopause, organizations can support women during this natural stage of life and enable them to thrive in their careers.
“Taken together, these steps have the potential to bolster the skills, experience and potential of those experiencing the menopause. More than this, their delivery will help to increase retention, reduce absenteeism and improve productivity at a time of deep economic uncertainty.”
The economic costs of not supporting menopausal employees are significant, including lost working days and talent, as well as high costs associated with replacing women who leave their jobs due to difficult menopausal symptoms. Governments, employers, and businesses need to take action to support menopausal women in the workplace.
When business leaders and managers are educated about menopause and how to effectively support it in the workplace, a culture of inclusivity will surely follow. When inclusivity is embraced, when menopause is normalized and nobody is afraid or ashamed to talk about it, it helps make an organization a desirable place to work. When employees are empowered to ask for help and support should they need it, their performance and loyalty strengthens. Establishing a menopause-friendly workplace can improve your financial bottom line and your organization’s overall performance. Managing menopause in the workplace is a great addition to your DEI initiatives.
According to the Harvard Business Review, in 2020, there were 61 million women over the age of 50 in the U.S. workforce. While a large portion of these women will suffer from symptoms of menopause, very few of them will receive the support they need from their employer. A significant number of these women will even leave the workforce altogether. By taking menopause seriously, absenteeism can be reduced.
One of a company’s greatest assets is its experienced employees. If symptoms of menopause or difficulty supporting a loved one at home going through menopause are interfering with an employee’s performance, your support and awareness at the office can make a huge difference.
There have been lawsuits in response to the dismissal of menopausal symptoms and refusal by employers to comply with anti-discrimination and employment law. Litigation is a great expense that can be easily avoided by maintaining a menopause-friendly workplace.
A study from the Journal of Women’s Health determined that the humanistic and economic burdens of menopause are significant. Women experiencing symptoms report markedly higher work impairment and utilization of resources. As the number of women in the workforce rises, so too does the number of women forced to leave it due to symptoms of the “change”.
With every lost employee, another individual must be recruited, hired, and trained to take their place. Employers can lose many of their most seasoned female team members if their work-life balance is not properly supported.
We work closely with your organization to introduce the right solution for you. This small investment with minor adjustments brings a tremendous return.
