By Mary T. O’Sullivan, MSOL
“…providing interventions like cognitive behavioral therapy, yoga, and work-life coaching significantly improved workers’ symptoms.” – Dr. Chithramali Hasanthika Rodrigo
The recent comment of an Ohio US Senatorial candidate had ramifications he never planned on. During his remarks about single issue voters, the candidate stated, “especially for women that are like past 50, I’m thinking to myself, ‘I don’t think that’s an issue for you.‘” He was referring to abortion. Besides being tactless and boorish, the candidate insulted and alienated an entire demographic he apparently took for granted. The ripple effect of his foolishness made his faux pas national news. He discarded the existence, the importance of those women. They were invisible to him.
Much has been said about the invisibility of women…the women over 50, the mood swings, hot flashes, bladder issues, depression, anxiety, and irritability among other symptoms, easy to joke about and mock . But in addition to physical changes, and the public slights and humiliations, this woman goes unnoticed, ignored. Until recently, there has been no accommodation for women experiencing the ravages of menopause, especially at work.
Attention on women’s needs at work came to the forefront with the recognition of accommodating pregnant women in the office. The Pregnant Workers Fairness Act (PWFA) was enacted in 2022 and took effect in June 2024. The PWFA requires employers to make reasonable accommodations for employees who are affected by pregnancy, childbirth, or related medical conditions. And in May of 2023, Congress figured out that nursing mothers required protection from discrimination as well. The Providing Urgent Maternal Protections for Nursing Mothers Act of PUMP act gives more women the right to break time and a private space to pump thus shielding them from undesired comments and placing them in a comfortable space rather than a lavatory toilet seat.
But women’s issues don’t end with pregnancy, childbirth, and breast feeding. Women continue to undergo dramatic physical changes throughout their lives, and as the workforce changes with multiple generations, accommodations for the “invisible” woman become more necessary. As evidenced by the Senatorial candidate’s callous comments, Congress is unlikely to create a law based on discriminatory workplace practices for menopausal women. University studies and advocacy groups have released reports that may encourage some employers to take note of the needs of women “of a certain age”.
According to a study conducted by the United Kingdom’s (UK) National Health Service (NHS), almost 75% to 80% of women at menopausal age are currently in the workforce. Due to severe menopausal symptoms, almost one million women in the UK left their jobs, as shown by a 2022 study. That amounts to about 18% of the UK workforce walking off the job at any given time. Unreasonable work pressures, lack of flex time, a lack of understanding by management were reasons given.
The Job Accommodation Network (JAN) states that since menopause is a natural bodily occurrence it does not qualify under the Americans with Disabilities Act (ADA); however, they go on to say “…employers are free to accommodate female employees even when they do not have a disability” covered by the ADA. The list of suggested accommodations seems to fill the void of providing comfort and understanding to the menopausal woman, including accommodations for temperature sensitivity and attendance, with job flexibility emerging as an important element of accommodation.
Culture Amp, an employee experience resource for HR professionals, says that 20% of the US workforce is made up of women between the ages of 45-54, and may be going through menopause at any time during those years. This quote sums up the irony: “And yet, at a time when these women are at the peak of their careers, many are suffering in silence as menopause symptoms affect both their work and personal lives.” Yes, the peak menopausal years are the years when experience, education, training and mentoring, finally pay off in landing the C-Suite job, and coincidentally, when women may not always be their best selves. According to Mercer Health, when US women were surveyed, 62% of Gen X were the most likely to see value in offering benefits and accommodations for menopausal symptoms. And, in a bright note, support from employers has grown from 4% in 2022 to 15% in 2024.
Mercer also found that support for menopausal women was indeed consequential and “deploying strategies that are inclusive and [that] appropriately address the specific needs of … women will have a greater impact on employees’ holistic well-being.” Their suggestions for employers include dress code flexibility, flexible work schedules including work from home policies, access to menopausal clinicians, educating managers and other employees to reduce the stigma of menopause and improve women’s well-being and their work performance. With 87% of women saying that they never speak of menopause at work due to shame, fear of discrimination, and not wanting to be perceived as weak or not up to the job, education and open conversations to encourage these women are much needed.
Employers can remove the menopause “taboo” by demonstrating their support for this large and important segment of the workforce and ultimately improving their job satisfaction and keeping these women from quitting. Organizations now have the opportunity to support their female employees as they navigate the menopausal path. Consider asking the women in the organization how it can improve their experience of menopause. Give these women a voice in creating an inclusive workforce that makes them seen, not invisible.
“By centering on the specific needs of employees in this life stage, we can create more inclusive workplaces for all.” – Mercer Health
