Is Your Company Offering Menopausal Support? If Not, Here’s What You Need to Know
Judith (Judes) Scharman Draughon, MS, RDN
Wellness Dietitian Specialist ♦ Helping busy HR leaders improve employee wellness, engagement and productivity with a strategic challenge program ♦ Wellness Speaker ♦ Consult Call (Link in "About Section")
There is nationwide interest in more support for women in menopause in the workplace. And thank goodness for this!
About 20 percent of the workforce is in one of the menopause phases, whether that be perimenopause, menopause or postmenopause, according to a Bank of America report.
In this same report, 2,000 women between the ages of 40 and 65 at companies with at least 1,000 employees were surveyed, and the results point to 64 percent of working American women wanting menopause support from their employer. What could this look like in your place of work?
During menopause, women experience significant biological, cognitive and emotional changes. Health conditions such as bone loss, muscle loss and risk of cardiovascular disease increase. And until recently, supporting women’s menopause needs was not openly discussed in the workplace – and in many workplaces, it still is not being discussed nor addressed as it needs to be.
As a wellness dietitian, I receive a lot of questions from women 40 and older about what and when to eat and how to move to fit their unique health needs. There are definitely lifestyle strategies in scientific research that make a big difference to women struggling with body changes related to menopause.
As an HR or benefits professional, you are in the position to lead a societal change by inviting women employees to feel supported during this time in their lives. Simply making my flexible and economical online women’s 40+ course available is the perfect way to support these valuable employees without adding more on your plate.
It’s not surprising that the Bank of America survey also reported that employees feel more inclined to recommend their employer as a great workplace when menopause-specific benefits are available.
Let’s make your place of work one of the forward-looking companies who are supporting menopausal women.
The 12-Fix Course for Women 40+
My Women 40+ Aging Well Blueprint online course helps women 40 and over make the most of their future in the workplace. I’ve narrowed down the most impactful lifestyle ways to improve the health of women in their 40s, 50s and 60s+. I’ve packaged this information in a 20-module course that participants can access in their own time frame. These evidence-based modules are full of practical information specific to women 40+ that is simply not found online. I help participants:
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Women using my Women 40+ Aging Well Blueprint will learn to manage the health changes they are experiencing and improve their physical, cognitive and mental health during this time in their lives.
Offer this online Aging Well Blueprint to your employees who are in need of understanding, support and knowledge during perimenopause, menopause and postmenopause. Let’s talk, and I’ll show you the course and explain how this program is a truly positive and transformative experience for participants.
FALL 2 for 1 SPECIAL: Schedule a quick call or email me to receive two employee seats in the program for the price of one.
Contact me to learn more. Email judes@12fixes.com or schedule a time to connect.
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Leverage employee motivation in January with a new approach to wellness. If you want to increase employee engagement and the success of your employee wellness program without adding work and time, then you will definitely want to attend this live event!
I will discuss implementing crucial elements for a more engaging and successful wellness/wellbeing program. I'll also include creative ways to incorporate these critical elements into your employee wellness activities to freshen up what you are currently doing or how to add an exciting interactive challenge program in 2024.
Appraising positions that emphasize workplace longevity and collaborative healthcare with their Clinical Dietitians for resident/hospital patient care and administration or management
3moInsightful. Judes, if there is one thing to tactfully add to the information it would be the older mature women able to look at the workplace globally or all inclusively. If I overlook something or rind a problem, I can list it and return to that thought later. Younger women may back bite or question that something was "forgotten". At 58, no...I don't have permission to complete that here. Or it didn't go through. The comments of 20-somethings that are passive-aggressive nee to be opened up. We live long and have a breadth or knowledge on how things work between people.We ciecle back to a problem when it arises. I think management companies look to hourly employees who won't get in their way with decisions, such that it can be a listed talking piece that something isn't complete because or passive aggression. I was subjected to this with a chaotic management company as were other RDNs. Let's not cause problems or point fingers at each other, even at our same age range (owners, COOs). 'Hope you can skillfully comment on this. I feel empowered being a part of your conversation. Thank you for the opportunity.