In a recent article in the NY Times by Sharon Ottoman the author discusses menopause advocacy at work and why women are often reluctant to draw attention to their age and menopause status.
The article discusses that the movement to create "menopause-friendly workplaces" is gaining momentum, with a focus on addressing the unique challenges faced by menopausal women in the workforce. This initiative began in Britain and is gradually spreading to the United States, driven by the recognition that menopause-related issues have been largely overlooked in the workplace.
In recent years, companies like Nvidia started hearing complaints from female employees experiencing symptoms of menopause, such as hot flashes, fatigue, and brain fog. These women found it difficult to get guidance or relief from their regular doctors, leading them to seek support from their employers. This prompted a broader conversation about the need for menopause-friendly workplace policies.
In Britain, more than 50 organizations, including HSBC UK, Unilever UK, and West Ham United soccer club, have become certified as "menopause-friendly" through an accreditation program developed by Henpicked: Menopause in the Workplace. About three in 10 workplaces in Britain now have some form of menopause policy in place, and there's even an awards ceremony to recognize the most menopause-friendly companies. The British Parliament has also called for widespread adoption of these policies, which include training on symptoms, physical accommodations, and flexible schedules.
In the United States, New York City Mayor Eric Adams has pledged to create more menopause-friendly workplaces for city workers by improving policies and building infrastructure. Several factors are driving this shift, including increased cultural awareness of menopause, Gen X-ers' willingness to discuss their experiences, and the emergence of "fem-tech" companies focused on women's health.
Studies have shown that menopausal symptoms can significantly impact women's productivity and even lead them to leave their jobs, costing employers billions of dollars. To create a menopause-friendly workplace, the first step is reducing the stigma through education. Companies can post information on their websites, provide training to employees and managers, and appoint "menopause champions" who can openly discuss menopause and offer support.
Physical accommodations, like desk fans and modified uniforms, can also help women manage their symptoms at work. Offering access to treatment options, such as virtual medical care, is another way employers can support their menopausal employees. Some companies in Britain have even allowed women to change shifts or work from home during severe symptoms.
Despite these positive developments, there are concerns that openly discussing menopause symptoms could reinforce stereotypes about women's productivity as they age. Therefore, it may be more effective to integrate menopause support into existing workplace resources rather than introducing entirely new initiatives.
Overall, the movement for menopause-friendly workplaces is gaining traction, recognizing the importance of supporting women through this natural life transition and ensuring that they can continue to thrive in their careers.