Bringing Menopause Out of the Shadows: Why Supporting Women Through Life's Natural Transitions is Essential for Thriving Workplaces

As a Phello ambassador, I host some amazing guests. My focus is to tackle topics that impact women in leadership. In recent years, a long-overdue conversation has been gaining traction: menopause. Far from being a niche topic, it’s a transition that affects nearly all women and has profound implications in the workplace. Yet, it remains under-discussed, often stigmatized, and misunderstood. This article summarizes my session with Gabrielle Pavelko, DACM last week. It aims to bring to light why understanding menopause—and perimenopause, the years leading up to it—is critical, not only for supporting women but for creating more resilient and inclusive workplaces.

Why Now? The Cultural Shift Driving Menopause Awareness

Historically, menopause has been a private subject, rarely discussed in public or professional spaces. However, the tide is shifting. Many women today—especially in the Gen X and millennial generations—are speaking out, refusing to suffer in silence or let outdated stigmas affect their careers. High-profile figures like Oprah Winfrey and Naomi Watts have opened up about their own experiences, raising awareness and pushing for a more accepting culture around this natural phase of life.

One of the most pressing reasons for this shift is practical: women are leaving the workforce due to the impacts of menopause symptoms. In a 2022 study, nearly one in four women experiencing menopausal symptoms reported considering leaving their jobs due to the severity of these effects. Many suffer from brain fog, sleep disturbances, and anxiety, which can make high-stakes work environments even more challenging. Symptoms can range from hot flashes during a board presentation to an unexpected anxiety spike, all of which can impact performance and confidence. Without understanding and support, too many talented and capable women are feeling forced to choose between their careers and their well-being.

Understanding the Stages: Perimenopause, Menopause, and Post-Menopause

To understand why this transition is so challenging, it’s helpful to know what each stage entails:

• Perimenopause: This phase, lasting anywhere from a few years to over a decade, is marked by fluctuating hormone levels, often bringing a range of symptoms, such as mood swings, brain fog, night sweats, and fatigue. Perimenopause can begin as early as the 30s or as late as the 50s.
• Menopause: Technically, menopause is defined as the 12-month anniversary of a woman’s last menstrual cycle. Symptoms can persist, but it marks the end of monthly cycles.
• Post-Menopause: After menopause, many symptoms eventually stabilize, though women may still experience health effects related to decreased hormone levels.

Recognizing that these stages can span a significant portion of a woman’s career highlights the need for workplaces to adapt and provide support.

Supporting Women in the Workforce: Practical Changes

Addressing menopause in the workplace is no longer optional—it’s essential to retain top talent. Here are some steps that companies and colleagues can take:

1. Encourage Open Dialogue: Normalizing discussions around menopause helps reduce the stigma. Women who feel comfortable discussing their health needs are less likely to leave their roles. Managers and male colleagues can also benefit from understanding these changes to offer support and empathy.
2. Flexible Working Conditions: For women experiencing severe symptoms, flexibility can be a game-changer. Allowing work-from-home options or flexible hours can provide relief and help women manage symptoms in a comfortable environment.
3. Temperature Control and Comfort Options: Small accommodations like adjustable office temperatures or providing fans and blankets can make a big difference for those experiencing hot flashes or chills. These adjustments create a more inclusive space for all employees.
4. Educational Programs and Benefits: Offering training programs or resources about menopause and health can foster understanding across the organization. Additionally, many women benefit from support for treatments like hormone replacement therapy or alternative options such as acupuncture.

The Financial Case: Why Retaining Women Matters

Beyond being the right thing to do, supporting women through menopause is a smart financial decision. Women often reach senior positions in their 40s and 50s, and losing them means a substantial loss of knowledge, leadership, and mentorship within the organization.

Reframing Menopause as a Time of Opportunity

Despite the challenges, menopause can also be an empowering time for women. As their hormones stabilize, many women find themselves entering a “second spring,” a phase marked by renewed purpose, wisdom, and energy.

In workplaces, this transition is an opportunity to help women rediscover their strengths, contribute in new ways, and mentor the next generation. By fostering an environment where menopause is understood and supported, companies benefit from retaining experienced women and gaining from their insights and resilience.

Moving Forward: Breaking the Stigma

As more women, men, and workplaces embrace the conversation around menopause, we’re creating a future where no one has to choose between their health and their career. By making simple changes and opening the door to understanding, we can ensure that workplaces are equipped to support every phase of life.

Let’s make sure menopause isn’t a career end for anyone but a welcomed new beginning.