The $275 Million Step Towards Revolutionizing Midlife Women’s Health

Just recently, Hollywood Actress Halle Berry has collaborated with a bipartisan group of U.S. senators to introduce this bill which aimed at enhancing menopause and midlife women’s health research, training, and public awareness. The legislation, titled the Advancing Menopause Care and Mid-Life Women’s Health Act, proposes a $275 million investment over five years. It includes funding for research, public health promotion, professional training, and establishing Centers of Excellence in Menopause and Mid-Life Women’s Health. Berry, highlighting her personal struggles with menopause misdiagnoses, emphasized the non-political nature of this issue and its significance as a human rights concern. The bill has gained broad support across the political spectrum, reflecting a growing acknowledgment of the need for focused attention on women’s health issues that have historically been marginalized.

Here’s a breakdown of its key aspects:

Focus Areas:

  • Research: The Act calls for increased federal funding for research on menopause, including evaluating existing research and identifying gaps in knowledge regarding treatments and their effectiveness.
  • Education and Awareness: It aims to raise awareness about menopause and mid-life health issues through educational initiatives for healthcare professionals and the public.
  • Healthcare Workforce Training: The Act emphasizes the need for better training for healthcare providers on managing menopause and related symptoms.
  • Public Health Promotion: It encourages preventative measures and public health initiatives to address potential health risks associated with menopause.

Overall Goal:

The Act strives to improve the overall experience of menopause for women by:

  • Strengthening research: Leading to the development of more effective treatment options.
  • Enhancing education and awareness: Empowering women to manage their symptoms and make informed decisions about their health.
  • Equipping healthcare providers: Ensuring women have access to qualified professionals who can effectively address their menopause-related concerns.
  • Promoting preventative measures: Helping women maintain good health during menopause and beyond.

Current Status (as of May 14, 2024):

The Advancing Menopause Care and Mid-Life Women’s Health Act was introduced in December 2023 and is currently under consideration by the U.S. Congress.

The Impact on Women

The Advancing Menopause Care and Mid-Life Women’s Health Act has several potential impacts on women, especially those experiencing menopause and related mid-life health concerns. Here’s how it could affect women:

  1. Improved Treatments and Symptom Management:
    • By boosting research funding, the Act would facilitate a deeper understanding of menopause and its symptoms. This could lead to the development of more effective and personalized treatments, helping women manage symptoms such as hot flashes, sleep disturbances, and mood swings more effectively.
  2. Increased Awareness and Education:
    • The focus on educational initiatives would help demystify menopause for both the public and healthcare providers. Increased awareness could reduce the stigma and misconceptions surrounding menopause, making it easier for women to seek help and discuss their health openly.
  3. Better Healthcare Experiences:
    • Training healthcare providers specifically about menopause management means that women are more likely to receive informed, empathetic care tailored to their needs. This can improve the overall healthcare experience for women at mid-life, making it more likely that they receive timely and effective interventions.
  4. Enhanced Public Health Measures:
    • Promoting public health initiatives related to lifestyle adjustments and preventative care can help women address and potentially reduce the risks associated with menopause-related health issues, such as cardiovascular disease and osteoporosis.
  5. Empowerment and Informed Decision-Making:
    • With increased education and resources, women are better equipped to make informed decisions about their health. Understanding their own bodies and the changes occurring during menopause can empower women to advocate for themselves in healthcare settings and in their personal health choices.
  6. Long-Term Health Benefits:
    • Preventative health measures and education can have long-term benefits by encouraging healthier lifestyles and proactive health management. This can lead to a reduction in chronic conditions often exacerbated by menopause, such as diabetes and hypertension.

Overall, if effectively implemented, the Advancing Menopause Care and Mid-Life Women’s Health Act could significantly enhance the quality of life for women experiencing menopause, leading to better health outcomes and a more supportive healthcare environment. This could also set a precedent for how menopause and women’s health issues are handled in other regions or countries.

Creating a Supportive Work Environment for Women Experiencing Menopause

The transition into menopause can significantly affect many facets of a woman’s life, including her work life. Given the challenges that menopause presents, it is essential for employers to cultivate a supportive workplace culture. This blog explores effective strategies that employers can adopt to accommodate and assist women navigating through this natural phase of life.

Understanding Menopause and Its Impact at Work

Menopause typically occurs between the ages of 45 and 55 but can happen earlier or later. Symptoms vary widely but can include hot flashes, sleep disturbances, mood swings, and cognitive changes, all of which can affect job performance and satisfaction. By fostering an environment of awareness and support, employers can mitigate these impacts and help maintain productivity and employee well-being.

Training and Workshops

Educational programs are pivotal in normalizing menopause in the workplace. By conducting training sessions and workshops, businesses can educate both managers and coworkers about the symptoms of menopause and the best practices for support. These sessions not only inform but also equip the workforce with the tools to foster an empathetic and inclusive environment.

Here are some concrete examples:

1. Interactive Seminars with Healthcare Professionals

Companies can invite gynecologists, endocrinologists, or menopause specialists to give detailed talks about the physiological and psychological aspects of menopause. These experts can explain the symptoms, offer coping strategies, and answer questions from employees, helping demystify the subject and promote a supportive dialogue.

2. Managerial Training Modules

Special training modules can be designed for managers, focusing on how to effectively support team members experiencing menopause. These might cover topics such as flexible work arrangements, privacy considerations, and strategies for maintaining team dynamics and morale. This training ensures that managers are prepared to make accommodations and address concerns sensitively and appropriately.

3. Workplace Inclusion Workshops

Workshops that focus on inclusion can help integrate menopause into broader discussions about workplace diversity and inclusion. These sessions can teach staff about unconscious biases and how to create an environment that respects and supports all aspects of diversity, including age and health-related changes.

4. Symptom Management Sessions

Practical workshops on managing specific symptoms of menopause, such as hot flashes or concentration difficulties, can be beneficial. These might include lifestyle tips, dietary advice, stress management techniques, and even ergonomic adjustments at workstations to enhance comfort and productivity.

5. Peer Support Group Meetings

Establishing regular support group meetings where employees can share their experiences and coping strategies in a confidential setting can be empowering. These groups provide peer-led support and can be a source of comfort and practical advice for those going through menopause.

6. Online Training Resources

Providing access to online courses or webinars that employees can attend at their convenience can also be effective. These resources can include video content, downloadable materials, and interactive forums where employees can learn at their own pace and on their own schedule.

By implementing these types of educational programs, businesses not only educate their workforce about menopause but also foster a culture of empathy and support, helping to break down stigmas and improve employee well-being.

Fostering Open Communication and Allyship

Creating channels for open dialogue about menopause reduces stigma and fosters inclusivity. Allyship programs can play a crucial role here, providing platforms for women to share their experiences and find solidarity and understanding amongst peers. Such initiatives might include regular support meetings, mentorship programs, and access to online forums dedicated to menopausal wellness.

Here are several concrete examples of how companies can implement such initiatives:

1. Regular Support Meetings

Organizations can establish monthly or quarterly support meetings that offer a safe space for women to discuss their experiences with menopause. For instance, the UK-based energy company, E.ON, launched a menopause cafe, where employees can gather informally to talk about their experiences and share coping strategies. These sessions not only provide support but also help to foster a sense of community among employees.

2. Mentorship Programs

Introducing mentorship programs where younger female employees can be paired with more experienced colleagues who have navigated or are navigating through menopause can be incredibly valuable. This can provide mentees with a trusted source of advice and support. Companies like Vodafone have implemented mentorship schemes that focus on supporting women through different stages of their careers, including transitions like menopause.

3. Online Forums and Communities

Creating or sponsoring access to online forums dedicated to menopausal wellness can help women find information and community support without the constraints of physical meetings. For example, Gennev, an online clinic focusing on menopause, offers forums and virtual consultation services that companies can make available to their employees. These platforms can provide anonymity and accessibility, allowing women to seek support and share experiences at their convenience.

4. Interactive Workshops and Webinars

Hosting interactive workshops or webinars that cover various aspects of menopause, from medical insights to personal stories, can help normalize the conversation around menopause. These could feature guest speakers, including healthcare professionals and advocates. AstraZeneca, for example, runs an internal program that includes webinars and workshops aimed at raising awareness and providing support around menopause.

5. Inclusion in Broader Diversity and Inclusion Initiatives

Integrating menopause support into broader diversity and inclusion strategies ensures that it is recognized as an important issue. For instance, companies like HSBC have included menopause guidelines as part of their broader health and well-being programs, ensuring that support for menopause is part of the company’s overall commitment to employee wellness.

6. Storytelling and Shared Experiences Campaigns

Launching internal campaigns where senior leaders and other employees share their personal stories dealing with menopause can significantly reduce stigma and encourage others to open up. Such campaigns can take the form of newsletter features, intranet articles, or video testimonials. The BBC, for instance, has aired several personal stories and documentaries that discuss the impact of menopause on women’s lives, serving as a model for corporate initiatives aimed at fostering openness and understanding.

Through these channels, companies not only facilitate open communication and support around menopause but also contribute to a work culture that values and respects the diversity of experiences among its workforce. This approach not only benefits women experiencing menopause but also enhances the overall workplace environment by promoting inclusivity and empathy.

Implementing Flexible Work Arrangements

Flexibility in work schedules and locations can be particularly beneficial for women experiencing menopausal symptoms. By adapting work arrangements, companies can demonstrate their commitment to employee health and well-being, which in turn can enhance job satisfaction and loyalty. Here are some examples:

1. Flexible Scheduling

Allowing flexible start and end times or the possibility of compressed workweeks can help women manage fatigue and other symptoms that may be worse at certain times of the day. This flexibility supports not just physical health but mental well-being as well.

2. Remote Work Opportunities

Remote work is another strategy that can be particularly helpful. It allows women to work in an environment they can control, particularly the temperature, which can be crucial for those experiencing hot flashes. Additionally, working from home can reduce stress and provide a comfortable space to manage symptoms discreetly and effectively.

Optimizing the Physical Work Environment

The physical setup of the workplace plays a significant role in supporting menopausal women. Simple modifications can create a more comfortable and supportive space.

1. Temperature and Ventilation

Maintaining a comfortable workplace temperature and good ventilation can help alleviate the discomfort of hot flashes. Businesses might consider installing adjustable thermostats or providing personal fans for added comfort.

2. Ergonomic Adjustments

Ergonomic office equipment is essential to support physical health. Adjustable desks and chairs can help manage joint and muscle pain, which may increase during menopause. Providing these options demonstrates a commitment to employee health across all stages of life.

3. Adapting the Dress Code

A flexible dress code can significantly improve comfort for menopausal women. Allowing for breathable fabrics and more casual attire can help women manage body temperature fluctuations and feel more comfortable throughout the workday.

Enhancing Benefits and Support Services

Comprehensive benefits and support services are key in supporting menopausal women. These benefits not only help manage symptoms but also show the company’s commitment to employee health.

1. Health Insurance Considerations

Employers should ensure that their health insurance plans cover menopause-related treatments and consultations. This coverage can relieve financial stress and encourage women to seek necessary medical support without concern over costs.

2. Employee Assistance Programs (EAPs)

Promoting and perhaps enhancing EAPs to cover counseling and support for menopause management can be invaluable. These programs provide confidential, professional support, helping women navigate the physical and emotional challenges associated with menopause.

Remembering Respect and Individual Needs

Finally, it is important to emphasize respect and confidentiality in all discussions about menopause. Each woman experiences menopause differently, necessitating a flexible and personalized approach to support. Employers who actively engage in these discussions and offer tailored accommodations will not only aid their employees through this transition but also build a more loyal and productive workforce.

By integrating these strategies into their human resources policies, companies can create an empathetic and supportive work environment that acknowledges and supports women during menopause. This commitment not only enhances individual employee experiences but also promotes a healthier, more inclusive workplace culture overall.

How Making Your Workplace Menopause-Friendly Can Skyrocket Productivity!

In today’s rapidly evolving workplace, diversity and inclusion have taken center stage, highlighting the importance of accommodating the needs of all employees. Yet, there’s one natural phase of life that often goes unnoticed in workplace policies: menopause. Affecting a significant portion of the workforce, menopause and its accompanying symptoms can present unique challenges for many. This blog delves into the heart of this issue, illustrating how embracing a menopause-friendly workplace is not just a matter of inclusivity but a strategic move that can skyrocket productivity and foster a truly supportive work environment.

Challenges Faced by Menopausal Women at Work

Women going through menopause often face considerable challenges in the workplace. Hot flashes can cause discomfort during meetings, while sleep disturbances may lead to difficulty concentrating, increased stress, and absenteeism. The silence surrounding menopause exacerbates these challenges, leaving many to navigate their symptoms without support. Research and testimonials from women in diverse industries highlight a common thread: a significant gap in workplace support for menopausal employees, impacting their health, well-being, and job satisfaction.

Here are some common challenges that women have reported experiencing during menopause:

  • Physical Symptoms: Hot flashes, night sweats, and irregular periods can be distracting and uncomfortable. These symptoms can lead to fatigue and difficulty concentrating, which can impact productivity and work quality.
  • Psychological Symptoms: Menopause can also bring about mood swings, anxiety, and depression. These psychological symptoms can make it harder to cope with work stress and may affect interpersonal relationships at work.
  • Stigma and Lack of Awareness: There is often a stigma attached to menopause, and many workplaces lack awareness and understanding of the challenges faced by menopausal women. This can lead to a lack of support and accommodations for those experiencing symptoms.
  • Workplace Environment: Workplaces that are not temperature-controlled or do not offer flexible working arrangements can exacerbate menopausal symptoms. For example, a hot office environment can trigger hot flashes.
  • Lack of Support: Many women feel they cannot talk openly about their menopause symptoms at work for fear of being judged or discriminated against. This lack of support can lead to feelings of isolation and stress.
  • Career Implications: Some women may feel that their symptoms negatively impact their professional image or career progression. There may be concerns about being perceived as less competent or reliable.
  • Health-Related Absences: Menopausal symptoms may lead to increased absenteeism, which can affect job security and advancement opportunities.
  • Lack of Policies: Many workplaces do not have specific policies in place to support menopausal women, such as flexible working hours, access to cool spaces, or the ability to take short breaks when needed.

Addressing these challenges requires a concerted effort from both employers and employees to create a more inclusive and supportive work environment. This can include education and training on menopause, implementing supportive policies, and fostering an open and understanding workplace culture.

The Business Case for a Menopause-Friendly Workplace

The implications of menopause on work life are not just personal but have tangible impacts on organizational productivity and employee retention. Studies indicate that menopausal symptoms can lead to increased absenteeism, decreased engagement, and even premature retirement. Conversely, workplaces that recognize and support menopausal employees see notable improvements in employee satisfaction, retention, and overall productivity. Making the workplace menopause-friendly, therefore, isn’t just ethically right; it makes sound business sense.

Steps to Create a Menopause-Friendly Workplace

  • Education and Awareness: Initiatives should start with educating all employees about menopause, its symptoms, and its impacts. This fosters an environment of understanding and support.
  • Policy Implementation: Developing clear policies that provide flexible working arrangements, such as remote work options and flexible hours, can be incredibly beneficial. Additionally, implementing temperature control measures and providing health and well-being resources tailored to menopausal symptoms can offer significant relief.
  • Support Structures: Establishing support groups or appointing a dedicated HR person for menopausal concerns can provide a safe space for employees to seek advice and share experiences.
  • Environmental Adjustments: Simple changes, such as adjustable office temperatures, access to quiet and restful spaces, and ergonomic workplace adjustments, can make a significant difference in the comfort and productivity of menopausal employees.

Real-Life Success Stories

Several forward-thinking companies have already begun to reap the benefits of implementing menopause-friendly policies. From global corporations to small businesses, these pioneers have reported not only an increase in productivity but also improvements in employee morale and loyalty. By sharing their journeys, these organizations inspire others to follow suit, proving that such initiatives are feasible and beneficial across various industries.

Creating a menopause-friendly workplace is an essential step toward fostering a truly inclusive and supportive work environment. By acknowledging and addressing the needs of menopausal employees, organizations can unlock a wealth of benefits, including enhanced productivity, improved employee well-being, and a stronger sense of community. We encourage business leaders and HR professionals to consider the strategies outlined in this blog

Hot Flashes and Boardrooms: How Menopause is Redefining Workplace Norms!

Imagine this: you’re in the middle of a crucial boardroom presentation when a sudden hot flash hits. Welcome to the unspoken reality of menopause in the workplace, a phase as natural as it is challenging, yet often invisible within the corporate corridors. “Hot Flashes and Boardrooms: How Menopause is Redefining Workplace Norms!” dives into this fiery topic, exploring how the tide is turning, with forward-thinking companies leading the charge in breaking the silence and smashing taboos. It’s high time we talked about the menopausal metamorphosis happening in workplaces around the globe.

Riding the Waves of Change: Understanding Menopause

Menopause isn’t just a whisper among women; it’s a loud, proud transition that approximately 50% of the population will experience, complete with its own set of superpowers, like hot flashes, mood ninjas, and the mysterious vanishing periods. It’s the era of the menopausal woman, strutting her stuff in the corporate world, ready to demystify the myths and own her experience.

The Boardroom Battleground: The Impact of Menopause on Work Life

Cue the dramatic music: enter menopause, the uninvited boardroom guest. Studies, including the eye-opening research by Alzueta et al., reveal a startling scene – productivity perceptions plummeting, talents underutilized, all thanks to our mysterious guest. But fear not! This is not a tale of defeat but one of awakening and empowerment.

Educate to Empower: The Current State of Menopause Education

With a plot twist that no one saw coming, it turns out the real villain in our story is ignorance. The findings from Jennifer T. Allen et al. are the wake-up call we didn’t know we needed, spotlighting a glaring gap in menopause education. The quest for knowledge is on, paving the way for a workplace revolution.

Allies Unite: Workplace Challenges and Support Systems

The saga continues with our heroines facing the labyrinth of workplace woes. But with every challenge, there’s an opportunity to band together, forge alliances, and create sanctuaries of support. From HR policies to cool-down corners and menopause mentors, the workplace is evolving into a fortress of understanding and empowerment.

Physical and Cognitive Symptoms: Hot flashes, night sweats, and sleep disturbances can severely impact a woman’s ability to function at her best during the workday. Cognitive symptoms, such as difficulty concentrating, memory lapses, and mood swings, further complicate their work life, affecting decision-making and interpersonal interactions.

Workplace Culture and Stigma: Many workplaces lack a culture of openness where topics like menopause can be discussed without embarrassment or judgment. This cultural silence forces women to hide their symptoms or not seek accommodations, fearing stigma or negative career repercussions.

Lack of Policies and Awareness: Despite the significant number of women experiencing menopause while working, many organizations lack formal policies or support systems to address their needs. This absence reflects a broader lack of awareness and understanding of menopause as a critical health and workplace issue.

Support Systems for a Menopause-friendly Workplace:

  • HR Policies and Guidelines: Implementing specific HR policies that acknowledge menopause as a workplace issue can provide a framework for support. These policies might include flexible working arrangements, access to menopause-friendly facilities (like cool and restful spaces), and health and wellness programs that address menopause symptoms.
  • Managerial Training and Awareness Programs: Educating managers and team leaders about menopause can foster a more supportive environment. Training should focus on understanding menopause symptoms, effective communication strategies, and how to facilitate reasonable adjustments for affected employees.
  • Peer Support and Employee Resource Groups: Creating spaces for women to share their experiences and support each other can alleviate the sense of isolation. Employee resource groups focused on women’s health can advocate for policy changes and provide mutual support.

The Revolution Will Be Televised: Creating a Menopause-friendly Workplace

Armed with policies as their swords and education as their shield, businesses are on the front lines, championing the cause. The movement for menopause-friendly workplaces is gaining momentum, transforming the corporate landscape into one where every woman’s menopausal journey is acknowledged, respected, and supported.

  1. Formalize Menopause Policies: Start by acknowledging menopause as a workplace issue and establish formal policies to support affected employees. These policies could include flexible work hours, temperature control in the office, and private spaces for rest or dealing with symptoms.
  2. Educate and Train Leadership and Staff: Conduct training sessions for all employees, with specialized training for managers, on the impacts of menopause and how to support colleagues experiencing symptoms. Education can help break down the stigma and encourage a culture of empathy and support.
  3. Improve Workplace Facilities and Accommodations: Evaluate and modify the workplace to make it more comfortable for menopausal women. This could involve adjusting office temperatures, improving ventilation, and providing access to health and wellness resources.
  4. Promote Open Dialogue and Awareness: Encourage open discussions about menopause as part of broader workplace wellness conversations. Awareness campaigns can help normalize the conversation and make it easier for women to seek support.
  5. Monitor and Adapt Policies: Regularly review and adapt policies to ensure they meet the needs of the workforce. Feedback from employees going through menopause can provide valuable insights into how policies and practices can be improved.

“Hot Flashes and Boardrooms” isn’t just a tale of menopause; it’s a battle cry for change, a testament to the resilience and power of women in the workplace. As the norms shift and the conversation grows louder, we stand on the brink of a workplace revolution where menopause is not a taboo but a testament to the strength and diversity of the female spirit. The message is clear: the future is inclusive, and menopause is out of the shadows and into the spotlight, where it belongs.

Menopause at Work: The Hidden $1.8 Billion Cost and Its Impact on American Women

Friends, did you know that menopause is actually causing a massive dent in the U.S economy? Yup, you heard right. A study fresh out from the Mayo Clinic this week estimates that menopause is costing American women a whopping $1.8 billion in lost work time each year. That’s no small change!

This study is the biggest of its kind to be done in the U.S., and it took a close look at how symptoms of menopause, like hot flashes, night sweats, mood swings (and trust me, there’s a lot more) are affecting women while they’re trying to get their work done.

Over 4,000 women from four different Mayo Clinic locations spread across Minnesota, Arizona, Florida, and Wisconsin, took part in this study. About 15% of these participants said they had to either miss work or work less because of their menopause symptoms. These cases were labeled as “adverse work outcomes”. The more severe the symptoms, the more likely women were to have work issues. In fact, those with the most severe symptoms were 16 times more likely to have these problems compared to those dealing with milder symptoms. Just over 1% even confessed that their symptoms were so severe that they had to quit their jobs or were laid off in the last six months.

Dr. Juliana Kling, one of the big brains behind this study, said that this data was extrapolated based on the U.S. workforce to get to that jaw-dropping annual loss estimate. And get this, U.S. census data tells us that there are more than 15 million women aged 45 to 60 in the workforce. That’s a lot of women dealing with these symptoms on the daily!

But here’s another kicker: the study found that menopause seems to impact Black and Hispanic working women more. Dr. Kling mentioned that these women reported more menopausal symptoms, and more of them reported that these symptoms affected their work compared to white women.

Now, the Mayo Clinic isn’t alone in its findings. Other studies have come to similar conclusions. For instance, a smaller survey by a company called Carrot Fertility found that about 20% of women had to take time off from work because of menopause.

The big takeaway from all this? Menopause is a big deal and it’s affecting women’s lives on multiple fronts. From the physical discomfort to the economic impact to the social stigma around discussing menopause, especially in the workplace, it’s clear that we need more open conversations and better support for women going through this change. As Dr. Ekta Kapoor, another co-author of the study, points out, talking about menopause is often seen as taboo, especially at work. And that needs to change.

Dr. Kapoor even thinks the economic impact could be underestimated because many women don’t have access to health insurance and potential treatments for their symptoms.

And lastly, remember, these symptoms can lead to some serious personal impacts — menopause and its connection to work isn’t a topic that’s been studied a lot, but we’re starting to see a change in that – more and more studies are popping up. This narrative literature study gives us a peek into the current understanding of how menopause, work, and health are connected and points out areas where we need more info for future research. And based on what we’ve found so far, here are a few initial takeaways:

  1. Menopause might be messing with some women’s ability to work, but we can’t say for sure.
  2. It could also explain why older women take more sick days.
  3. Even with menopausal symptoms, most women keep on trucking at work.
  4. And you know what’s wild? Women usually keep their menopause struggles to themselves, finding their own ways to cope.

It seems like having severe menopausal symptoms might make work tougher for some women. This could lead to more sick days, thoughts about leaving their job, and other health issues. And it doesn’t help when the workplace doesn’t give much control or flexibility, which can make menopausal symptoms worse. But despite this, women are pretty resourceful in finding ways to deal with menopause at work, whether that’s adopting healthier lifestyles or working extra hours to make up for any dip in productivity. There’s a lot of value in personal and workplace strategies, like self-help approaches and educating bosses. But sadly, menopause isn’t something that’s openly talked about at work, partly because of the taboo surrounding it and a lack of knowledge about it.

When it comes to policies around menopause at work, there’s hardly any info out there. And it’s crucial to avoid making women feel stigmatized when addressing the issue of menopause at work. Right now, menopause is viewed more as a woman’s problem rather than something workplaces and society should be considering. And this lack of knowledge impacts women’s health and their place in the job market because they’re not getting the support they need at work. But here’s the thing: work is super important to women for financial independence and personal fulfilment, just like it is for men. So ignoring menopause in research and policy makes it seem like older women’s work and health aren’t taken seriously.

So what’s the bottom line? Women are incredibly resilient, but they’re under a lot of pressure, especially with more intense work demands and an aging workforce. Good health is not just important for women to stay employed and live a decent life during retirement, but it’s also key for workplaces and society. So we definitely need to start taking menopause and its relationship to work more seriously, in both research and policy.