Dr. Adamson’s article, “Embracing Menopause for Workplace Productivity and Inclusivity,” was published in the May/June 2024 issue of Journal of Compensation and Benefits.
This article explores the imperative inclusion of menopause in family-forming benefits, emphasizing its role in enhancing productivity and employee well-being in the workplace.
INTRODUCTION
In contemporary workspaces, an increasing number of women are experiencing menopause while actively engaged in their careers. This life stage, often coinciding with the peak of professional experience and responsibility, significantly impacts workplace dynamics, employee productivity, and well-being. Recognizing menopause in family-forming benefits is not just a health issue but a broader workplace strategy, essential for talent retention, productivity, and promoting a diverse and inclusive work environment.
MENOPAUSE—A WORKPLACE REALITY
Understanding the Impact on Productivity
Menopause, characterized by symptoms like hot flashes, sleep disturbances, and psychological changes, can profoundly affect a woman’s work life. Studies indicate a correlation between menopausal symptoms and increased absenteeism, reduced job satisfaction, and lowered productivity. The Mayo Clinic’s 2023 study quantifies this, suggesting an annual economic toll of $26.6 billion, including $1.8 billion in lost wages. 1 This impact necessitates a proactive approach in workplace health policies.
VISUALIZING THE IMPACT: ECONOMIC TOLL OF MENOPAUSE ON PRODUCTIVITY
The Economic Landscape of Menopause in The Workplace
The economic impact of menopause on workplace productivity is a critical yet often overlooked aspect of occupational health. Recent data visualizations shed light on the specific adverse work outcomes attributed to menopausal symptoms, revealing significant implications for both employees and employers.2
Analyzing the Data: Adverse Work Outcomes
The graph presents a compelling visualization of the percentage of women who reported experiencing specific adverse work outcomes due to menopausal symptoms:
- Missed workdays: A notable percentage of women missed work in the past year due to menopausal symptoms, highlighting its impact on absenteeism.
- Reduced work hours: Many women reduced their work hours, affecting their productivity and potentially their income.
- Job loss: A smaller percentage experienced job loss, indicating menopause’s potential to negatively affect employment stability.
- Career changes: Some women made significant career changes, including quitting, retiring early, or changing jobs due to menopausal symptoms.
Economic Implications
The collective economic burden of menopause encompasses both direct costs, such as healthcare expenses and sick leave, and indirect costs, such as diminished productivity and increased turnover rates. This data presents a compelling case for targeted workplace policies aimed at supporting menopausal employees, potentially yielding a significant return on investment for proactive employers.3
STRATEGIES FOR EMPLOYERS
Employers can play a pivotal role in addressing the economic toll of menopause on productivity by implementing supportive policies and programs. These may include flexible work arrangements, awareness training programs, and access to tailored healthcare resources and benefits.
By proactively addressing the needs of menopausal employees, businesses can enhance workplace inclusivity, reduce the adverse economic impact, and foster a more engaged and productive workforce.
Expanding Family-Forming Benefits: Inclusivity in Health and Wellness
Modern family-forming benefits must transcend traditional boundaries to include comprehensive reproductive health care, embracing the needs of women undergoing menopause. This evolution reflects a commitment to a diverse, inclusive, and supportive workforce, acknowledging the varied family and health needs of employees.
CASE STUDY: NATIONAL HEALTH SERVICE (NHS) IN UK PROACTIVE APPROACH TO MENOPAUSE SUPPORT
The NHS exemplifies how organizations can integrate menopause support into their benefits, recognizing the unique health needs of their workforce. Through comprehensive guidance aimed at line managers and the development of menopause-specific policies, the NHS has paved the way for a workplace culture where menopausal symptoms are openly discussed and supported without stigma.4
Implementation and Impact
By understanding menopause’s impact on work, the NHS advocates for flexible working arrangements, access to health programs, and open communication, addressing the challenges of stigma and symptom variability. Success stories from the East Midlands Ambulance Service and Nottingham University Hospitals NHS Trust highlight the positive outcomes of such initiatives, including improved well-being, reduced absenteeism, and a more inclusive culture.
Strategic Importance
Incorporating menopause support into organizational benefits is a strategic decision with significant implications for productivity and employee retention. The NHS’ approach serves as a model for other organizations, underscoring the importance of a supportive environment that addresses the challenges of menopause, fostering a healthier, more inclusive workplace.
MENOPAUSE IN FAMILY- FORMING BENEFITS: A BUSINESS IMPERATIVE
Attracting and Retaining Top Talent
In the face of a competitive labor market, acknowledging menopause in workplace benefits reflects a proactive and empathetic employer brand. It not only addresses the health needs of a significant portion of the workforce but also enhances the organization’s appeal as an inclusive employer, contributing to talent acquisition and retention.
The Financial Perspective: ROI from Menopause Support
Investing in menopause support yields significant returns, including diminished absenteeism, heightened employee retention, and amplified overall productivity. For instance, the 2023 Mayo Clinic study estimates an annual economic toll of $26.6 billion due to menopausal symptoms, underscoring the potential savings and benefits for organizations that proactively support their menopausal employees.5
IMPLEMENTING MENOPAUSE-SUPPORTIVE POLICIES: A STEP-BY-STEP APPROACH
The first step for employers is to conduct comprehensive surveys or focus groups to understand the specific needs and concerns of their workforce regarding menopause. This data-driven approach ensures the relevance and effectiveness of the proposed support programs.
Developing a ComprehensiveProgram
Effective menopause support programs may encompass flexible work arrangements, access to specialized healthcare services, and educational resources about menopause. These should be seamlessly integrated within the broader umbrella of family-forming and health benefits.
Enhancing Training and Awareness
Investing in training for management and awareness campaigns among staff can foster a supportive and understanding work environment. This initiative is crucial in reducing the stigma associated with menopause and promoting an inclusive workplace culture.
Continuous Evaluation and Adaptation
It is essential to continually assess the effectiveness of menopause support programs through regular feedback and benchmarking against industry best practices. This iterative process ensures the programs remain relevant and effective in meeting employee needs.
THE ROLE OF LEADERSHIP IN EMBRACING MENOPAUSE AS A WORKPLACE ISSUE
Leadership is crucial in cultivating a workplace culture that supports menopausal employees. This involves a proactive approach where leaders not only advocate for, but also engage in, initiatives aimed at normalizing menopause discussions. By fostering an environment where menopause is openly discussed, leaders can significantly reduce stigma and promote inclusivity.
Policy Development and Implementation
The development and implementation of comprehensive menopause policies are essential. Such policies should offer clear guidelines to help ensure consistent support across the organization, enabling a supportive and understanding workplace.
Leading by Example
Leaders should exemplify empathy and understanding toward employees experiencing menopause. Through open dialogue and participation in awareness programs, leaders can demonstrate their commitment to inclusivity, encouraging a workplace where employees feel comfortable expressing their needs and seeking support.
MEASURING SUCCESS: EVALUATING THE IMPACT OF MENOPAUSE-FRIENDLY POLICIES
Establishing Key Performance Indicators (KPIs) for menopause-friendly policies is crucial for assessing their effectiveness. Through regular feedback and continuous improvement processes, organizations can ensure their initiatives meet employees’ needs, contributing to a more inclusive and productive workplace.
Expanding Perspectives: Additional Insights on Health Care Benefits
In addition to the impactful strategies discussed, it is essential to recognize diverse approaches taken by various organizations in addressing menopause within health care benefits. Beyond the NHS, other plan sponsors showcase a spectrum of approaches to incorporate menopause support into their health care benefits. Companies across different industries have implemented innovative policies, such as on-site health clinics, wellness programs, and specialized resources such as tailored employee assistance programs (EAPs) addressing the unique health challenges faced by menopausal individuals or specialized workshops and seminars focusing on health and well being during menopause.
These varied initiatives contribute to the growing body of evidence supporting the positive outcomes of comprehensive menopause support in the workplace. Additionally, these initiatives underline the adaptability of health care benefits, demonstrating how companies from different sectors can tailor their strategies to align with the specific needs and preferences of their workforce. By exploring and learning from the experiences of different plan sponsors, employers gain a comprehensive understanding of the myriad possibilities within family-forming benefits, gaining valuable insights to tailor solutions that resonate with the unique needs of their workforce. This broader perspective underscores the dynamic landscape of health care benefits, emphasizing the importance of flexibility and customization in creating an inclusive and supportive workplace for all employees.
A Proactive Approach for Future-Ready Businesses
Recognizing menopause as a critical workplace health and well-being aspect signifies a step toward creating an inclusive environment and a strategic business decision. Implementing menopause-friendly policies enhances employee satisfaction and productivity, distinguishing organizations as progressive employers in today’s competitive job market.
Incorporating menopause support into family-forming benefits is a forward-thinking decision. It addresses a vital need in the modern workplace and positions companies as leaders in employee well-being and inclusivity.
NOTES:
1Faubion, et al. 2023. “Impact of Menopause Symptoms on Women in the Workplace.” Mayo Clinic Proceedings 98 (6). https://doi.org/10.1016/j.mayocp.2023.02.025.
2Harper, et al. 2022. “An Online Survey of Perimenopausal Women to Determine Their Attitudes and Knowledge of the Menopause.” Women’s Health 18 ( January): 174550572211068. https://doi.org/10. 1177/17455057221106890.
3D’Angelo, et al. 2022. “Impact of Menopausal Symptoms on Work: Findings from Women in the Health and Employment after Fifty (HEAF) Study.” International Journal of Environmental Research and Public Health 20 (1): 295. https://doi.org/10. 3390/ijerph20010295.
4“NHS England” Supporting Our NHS People through Menopause: Guidance for Line Managers and Colleagues.” 2022. www.england.nhs.uk. 2022. https://www.england.nhs.uk/long-read/supporting-our-nhs-people-through-menopause-guidance-for-line-managers-and-colleagues/.
5Faubion, et al. 2023. “Impact of Menopause Symptoms on Women in the Workplace.” Mayo Clinic Proceedings 98 (6). https://doi.org/10.1016/j.mayocp.2023.02.025.
*DAVID ADAMSON, MD FRCSC, FACOG, FACS is the Founder, Chairman and CEO of ARC® Fertility, the largest United States network fertility company. A globally recognized reproductive endocrinologist and surgeon, he has over 300 publications to his credit. Dr. Adamson is a Clinical Professor, ACF at Stanford University and Associate Clinical Professor at UCSF. Additionally, he serves as the current Chair of the International Committee Monitoring ART (ICMART), a WHO NSA/ NGO. He has been the recipient of numerous awards from professional and patient organizations for his outstanding contributions to reproductive medicine. He currently serves as President, World Endometriosis Research Foundation (WERF); and on the Executive Committee, International Federation of Fertility Societies (IFFS). His professional accomplishments include: Past President: American Society for Reproductive Medicine (ASRM); Society for Assisted Reproductive Technology (SART); American Association of Gynecological Laparoscopists (AAGL); Reproductive Medicine, International Federation of Gynecology and Obstetrics (FIGO); and multiple other professional organizations. Dr. Adamson champions comprehensive, affordable and high-quality family-forming benefits. His insights underscore that these benefits can enhance organizational culture, employee well-being and productivity, highlighting their significance for both employees and organizational success.
Journal of Compensation and Benefits E May/June 2024
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