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Menopause is a global challenge affecting millions, yet it’s often ignored in the workplace—costing productivity, retention, and the well-being of key talent. In the U.S. alone, menopause leads to $26.6 billion in losses annually, with $1.8 billion attributed to reduced productivity alone. The risk? Losing experienced leaders, often those at the height of their careers. And yet, only 18% of companies plan to offer menopause support by 2025.
Menopause disproportionately affects women and also affects those with ovaries, like transgender men and gender-expansive people. For those who may not know, menopause is a common yet highly personal journey that can span 20 years. It typically consists of three stages:
Some people experience it naturally as they age, while others face early menopause due to surgery or medical conditions. Regardless of the cause, the loss of estrogen can lead to a range of physical and mental health symptoms, including hot flashes, insomnia, fatigue, "brain fog," and mood swings. Some experience daily disruptions, while others navigate this transition with fewer difficulties—everyone’s experience differs.
Despite these disruptive changes, workplaces remain uneducated about menopause and lack the structures to provide meaningful support. Organizations must design intentional support into their accommodation and wellness strategies if they want to stay competitive and retain valuable leaders.
And we know they can do it. Many companies have recently recognized and tended to the human needs of menstruating employees. We hope team members on their menopause journey will soon be considered similarly.
Did you know that more money has been allocated to erectile dysfunction research than understanding the entire menopause transition? This mismanagement of funds is a serious issue that reflects a broader pattern of neglect in addressing the health concerns of women and gender-expansive people across life stages. For years, conditions like menopause have been overlooked and under-researched, leaving many without the support they need, particularly in the workplace.
While workplaces are having more conversations about menopause, most remain unprepared to provide the necessary accommodations. Team members on their menopause journey often find themselves lacking the resources to effectively manage symptoms like fatigue and brain fog, which can significantly affect their productivity during a critical phase in their careers. This lack of support can cause talent loss and burnout as those navigating menopause face additional challenges at the peak of their professional lives. Organizations must recognize and address these gaps, fostering an inclusive environment that prioritizes the health and well-being of all bodies.
We all perpetuate harmful ageist ideas without realizing it—whether it’s through jokes about “senior moments,” backhanded compliments like “you look great for your age,” or assumptions that older workers are less capable or innovative. This socially acceptable prejudice erodes workplace culture and innovation and is not okay. For those going through their menopause journey at work they are often subjected to a combination of ageism and sexism that can be career-ending, especially in industries that prioritize youth.
Undoubtedly, the stressors to maintain youth are incredibly gendered for women and feminine-presenting people. Consider, for example, Lisa LaFlamme’s experience of aging naturally at work and the consequences it had for her career. Unfortunately, as women age out of their reproductive years, they are often considered “depreciating assets,” "past their prime," and unable to keep up in a fast-paced environment. This leads to real consequences, such as fewer promotions, exclusion from high-visibility projects, and outright dismissal of their ideas. In contrast, men and masculine-presenting people’s workplace competence is rarely linked to their reproductive peak, highlighting a troubling double standard in how age and capability are perceived in the workplace for different people.
Race and cultural identity are key factors that can cause individuals who need menopause support in the workplace to be overlooked and dismissed. Racialized women and people across cultures often face systemic biases that intensify their experiences during menopause. Stereotypes and assumptions about these individuals can undermine the seriousness of their symptoms, leading to inadequate support. Cultural stigma, ethnocentric perspectives, and a lack of representation in workplace policies can further isolate them. Without inclusive and tailored approaches, they not only risk being dismissed but also face heightened stress, negatively affecting their health and well-being.
As an example, Black and Indigenous women and feminine-presenting people face compounded challenges due to the intersection of racial, cultural, and gender biases. Black women may experience more severe menopause symptoms, yet their concerns are often dismissed due to stereotypes portraying them as "strong" or more resilient. Indigenous women may similarly encounter cultural and racial stigma and systemic discrimination, with their symptoms often overlooked, especially in workplaces lacking cultural understanding on Indigenous practices. In both cases, workplace policies that fail to address their specific needs can lead to increased stress, poor health outcomes, and a deeper sense of exclusion.
People on their menopause journey often navigate a complex web of life changes. Alongside the physical and emotional challenges of menopause, many are also caring for aging parents, which can add significant stress and emotional strain. This caregiving role often requires balancing medical appointments, managing health needs, and providing emotional support, all while grappling with their own transitional experiences.
At the same time, these individuals may be guiding their children into adulthood, navigating milestones such as college applications, job searches, or moving out. This transitional phase can evoke a mix of pride and anxiety as they strive to provide guidance and support during a critical period in their children's lives.
In the workplace, they may take on new responsibilities, such as leadership roles or projects requiring mentoring younger colleagues. This can lead to feelings of empowerment but may also add pressure to perform at high levels, further complicating their busy lives.
Overall, the convergence of these responsibilities can create a unique set of challenges for people on their menopause journey, often leading to heightened stress and the need for support in managing their multifaceted roles.
In the U.K., the government has prioritized menopause as part of its 2024 Women’s Health Strategy, advocating for flexible work arrangements and better accommodations. Meanwhile, the U.S. is pursuing legislation like the Advancing Menopause and Mid-Life Women’s Health Act to improve public awareness and research. In Canada, campaigns like Menopause Works Here have inspired companies like Sun Life and PwC to adopt supportive policies, like flexible hours and improved healthcare coverage.
Together, these developments signify a shift toward a more comprehensive approach to women’s health, (and hopefully one that includes more support for gender-expansive individuals), acknowledging menopause not as a taboo topic but as a critical aspect of health and culture. By fostering open discussions and implementing supportive policies, these countries are paving the way for healthier, more inclusive workplaces where people can thrive during all stages of their lives.
To effectively support people experiencing menopause, workplaces must be proactive about creating an inclusive and understanding environment. Here are several actionable strategies that organizations can implement:
If you're encountering difficulties in your workplace and need to advocate for yourself, here's how you can approach the situation:
According to the Menopause Foundation of Canada, within Canada’s 20 million-person labour market, one-quarter are women aged 40 and older, making this segment a vital driver of the Canadian economy. This stat alone demonstrates that if businesses want to stay competitive and navigate the future of work, they must intentionally design workplaces that actively recognize and support the unique needs of people on their menopause journey.
The new world of work demands human-first, intersectional policies that value every team member—mindful of age, gender, and the many other aspects that shape who we are. These policies must go beyond traditional frameworks, emphasizing the importance of empathy and tailored support for individuals' unique challenges at different life stages. This is a moral imperative and a strategic advantage in today’s dynamic work environment.
If you found this blog engaging, you may also be interested in our capacity-building session, “The Age of Inclusion: Building a Work Culture for Every Generation.” Reach out to learning@feminuity.org to learn more!
This blog is not meant to be a static guide, but rather a compilation and reflection of our learnings to date. Everything changes - from technologies and innovations to social norms, cultures, languages, and more. We’ll continue to update this blog with your feedback; email us at hello@feminuity.org with suggestions.
Chantal Hansen, MGIS, BA, DipEd
People Data Analyst
(She, Her)
If you wish to reference this work, please use the following citation:
Feminuity. Hansen, C. "Supporting the Menopause Journey is Key to the Future of Work"
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