Breaking the Silence: Supporting Women Through Menopause in the Workplace

It’s time for employers to take action and support women during this natural life stage.

My Personal Journey

When I turned 50, I was at the pinnacle of my career as the first woman CEO of a global leadership firm. Simultaneously, menopause symptoms began to affect me, often during crucial moments like client presentations or board meetings. The hot flashes were distracting and embarrassing, but I remained silent at work, fearing my colleagues’ perceptions. Even after years of advocating for gender equity, I struggled to discuss menopause in the workplace. My experience underscores an issue millions of women face: menopause remains largely stigmatized and hidden at work.

Menopause: A Natural Life Transition

Menopause is a natural life transition, much like having children or caring for aging parents. It shouldn’t be a secret. We’ve made significant strides in normalizing conversations about other life events, such as parental leave or eldercare, but menopause is still too often met with silence. This needs to change—both for the well-being of employees and the success of businesses.

The Cost of Silence

A recent Catalyst report reveals that although 91% of respondents going through menopause have experienced at least one moderate to extremely severe symptom, 72% have hidden them at work at least once. More than a third (37%) say these symptoms negatively impact their work performance. Despite this, workplace support remains scarce.

For companies focused on inclusion and retaining top talent, ignoring menopause can be costly. I’ve seen firsthand how stigma can drive talented women away at the peak of their careers. Nearly 84% of respondents in the Catalyst survey believe workplaces need better support for employees experiencing menopause, and some are even turning down opportunities or leaving jobs due to a lack of support.

The Business Case for Support

In the United States alone, menopause-related productivity losses are estimated at $1.8 billion annually. Providing the right support could make a world of difference. It’s time for employers to take action to support women during this life stage. It isn’t just the right thing to do—it’s a smart business decision.

Employee Expectations

Employees say they want concrete support from their employers. Our data backs this up:

Education and awareness: 42% of employees want broader education about menopause, but only 19% of companies provide training.
Time off and flexible work arrangements: 60% of employees want these policies, but only 25% of organizations provide them.
Adequate health-care coverage and access to menopause health professionals: Nearly half (48%) of employees expect insurance to cover menopause-related care, but only 22% of organizations provide adequate coverage or access.
Improved work environments: Employees ask for cooling rooms or ergonomic adjustments, yet just 21% of companies offer these.

The Impact of Support

These simple steps can improve the lives and performance of roughly half of the global population who will experience menopause. Normalizing the conversation would have made my own experience at work easier. When I eventually sought treatment, it improved my mood, my ability to think clearly, and my overall quality of life at home and in the workplace.

Creating Inclusive Environments

Menopause may still be a quiet topic in many workplaces, but it doesn’t have to be. By building awareness and offering real solutions, companies can create more inclusive, supportive environments where employees feel empowered to bring their whole selves to work.

Jennifer McCollum, President and CEO of Catalyst, is a thought leader with expertise in closing the gender equity gap and in inclusive leadership.