Navigating Menopause Challenges in the Workplace

Navigating the diverse needs of employees in the modern workplace requires a nuanced approach that embraces every aspect of the human experience. As organisations increasingly prioritise and invest in employee wellbeing¹, it's time to shine a spotlight on an overlooked aspect - menopause.

Partnering with Aon’s Human Capital specialists, pioneers like Lisa Tarquini, Founder of The Menopause Space, are leading the call for inclusive workplaces that support individuals at every stage of life.

Tarquini's own journey through menopause was accelerated by her battle with cancer at a young age. Her story underscores the multifaceted nature of menopause and its profound impact on both personal and professional spheres. Yet despite its prevalence, menopause remains wrapped in stigma and silence in many workplaces.

How can leaders adopt greater menopause support and awareness in the workplace?

“We are receiving many inquiries from clients that want to know how to design more inclusive employee benefits, so they can support a diverse range of needs. It’s becoming an urgent priority as clients refine their approach and respond to new trends,” says Alan Oates, Head of Advisory & Specialty for Health Solutions, Asia Pacific, at Aon, who recently interviewed Lisa Tarquini during a live webinar.

To effectively integrate menopause support and organisational culture, leaders need to adopt a holistic mindset, embracing those observed in wellbeing and mental health initiatives³. This entails providing resources, fostering knowledge, and cultivating empathy throughout the workplace. HR leaders can communicate about menopause issues effectively and use technology for aggregating and analysing data, so that the impact of benefits or lack of benefits can be mapped onto claims costs, productivity, employee retention, absenteeism, and more.

Tarquini notes that many people are still unaware of menopause, perimenopause or andropause. She notes that the debilitating impact of symptoms, and how it can affect mental and physical health, is rarely fully understood. She stresses the need for mass education on the subject, especially for women who may not even know they are going through menopause or perimenopause, but it is also important for men to understand what their colleagues or family members may be going through. Normalising menopause in conversations should be a priority for organisations, where they can start implementing manager training, coffee chats, learning sessions, or even just an open-door policy to ensure employees have a safe space to talk about the subject.

“With the rising focus on women’s health, gender pay equity and financial wellbeing for women, Aon is investing in the tools, advice and partners to help our clients make more informed decisions that will help them address diverse workforce needs, including benefits that cater for those impacted by menopause,” adds Oates.

Bridging the information-action gap is pivotal for sustaining engagement. Leaders need to streamline resources and initiatives to remove barriers that may hinder access for employees. Making information readily available and easily understandable can empower individuals to take proactive steps in managing menopause-related challenges and navigating the aura of stigma.

"At The Menopause Space, we use listening insights to gather a more well-rounded data set. Converting it into ROI requires more analysis, but that is where we rely on the relationship with Aon," says Tarquini, re-emphasising the need for data-driven strategies tailored to individual needs. Listening to what employees have to say provides a deeper understanding of the challenges surrounding menopause in the workplace, allowing more targeted and effective approaches to be developed. Tarquini also emphasises the significance of individual accountability within the organisation. By encouraging a sense of collective responsibility, leaders can ensure every employee feels supported and included in a workplace that is open to addressing menopause challenges and needs.

The impact of not addressing menopause in the workplace

Loss of female talent and a dip in productivity is inevitable if nothing is done to support menopause. Tarquini notes that 75% of women will have symptoms that impact their quality of life, and 25% will find the effects debilitating². “Employee wellbeing support, like the use of counsellors, having green spaces, flexible working, snacks – small changes that don’t cost a lot but impact women’s wellbeing. An organisation’s health benefit coverage supporting these things can be life changing,” she says.

"In many countries, the fastest-growing workforce demographic is females over 50," adds Oates, “which underscores the urgency of addressing menopause in the workplace and the importance of screening programmes, which can help raise the issue of perimenopause and identify if there is a need for further intervention," he adds.

Embracing menopause and fostering inclusive workplaces requires a concerted effort from leaders and organisations overall. By normalising conversations about menopause and implementing targeted support initiatives complemented by medical benefits, organisations can cultivate cultures of inclusivity, empathy, and resilience.

Watch the webinar or talk to us to learn how you can create a supportive environment for all employees, including those experiencing menopause.

1. 2022-2023 Global Wellbeing Survey Report | Aon
2. Asia Mental Health Index | Aon and TELUS Health
3. Majority of working women experiencing the menopause say it has a negative impact on them at work | CIPD
4. Menopause and the cardiovascular system | Johns Hopkins Medicine
5. New study explores how we can address heart disease in women | World Economic Forum (weforum.org)