09 Feb Future of Work with Catalyst: Jennifer McCollum
Breaking the Silence on Menopause
It’s time for employers to take action to support women during this life stage.
When I turned 50, I was at the peak of my career as the first woman CEO of a global leadership firm. At the same time, menopause symptoms began to affect me, often during critical moments like client presentations or board meetings. The hot flashes were distracting and embarrassing, but I stayed silent at work, fearing what my colleagues would think. Even after years of advocating for gender equity, I struggled to talk about menopause in the workplace. My experience highlights an issue millions of women face: menopause remains largely stigmatized and hidden at work.
And yet, menopause is a natural life transition, much like having children or caring for aging parents.
It shouldn’t be a secret. We’ve come a long way in normalizing conversations about other life events, such as parental leave or eldercare, but menopause is still too often met with silence. This needs to change—both for the well-being of employees and for the success of businesses.
A recent Catalyst report reveals that although 91 percent of respondents going through menopause have experienced at least one moderate to extremely severe symptom, 72 percent have hidden them at work at least once. More than a third (37 percent) say these symptoms negatively impact their work performance. Despite all this, workplace support remains scarce.
For companies focused on inclusion and retaining top talent, ignoring menopause can be costly. I’ve seen firsthand how stigma can drive talented women away at the peak of their career. Nearly 84 percent of respondents in the Catalyst survey believe workplaces need better support for employees experiencing menopause, and some are even turning down opportunities or leaving jobs due to a lack of support.
In the United States alone, menopause-related productivity losses are estimated at $1.8 billion annually, but having the right support could make a world of difference. It’s time for employers to take action to support women during this life stage. It isn’t just the right thing to do—it’s a smart business decision.
Employees say they want concrete support from their employers. And our data backs this up.
- Education and awareness: Forty-two percent of employees want broader education about menopause, but only 19 percent of companies provide training.
- Time off and flexible work arrangements:
Sixty percent of employees want these policies, but only 25 percent of organizations provide them. - Adequate health-care coverage and access to menopause health professionals: Nearly half (48 percent) of employees expect insurance to cover menopause-related care, but only 22 percent of organizations provide adequate coverage or access.
- Improved work environments: Employees ask for cooling rooms or ergonomic adjustments, yet just 21 percent of companies offer these.
These simple steps can improve the lives and performance of the roughly half of the global population who will experience menopause. Normalizing the conversation would have made my own experience at work easier. When I eventually sought treatment, it improved my mood, my ability to think clearly, and my overall quality of life at home and in the workplace. Imagine the impact if companies treated menopause like any other life transition, with practical support and understanding.
Menopause may still be a quiet topic in many workplaces, but it doesn’t have to be. By building awareness and offering real solutions, companies can create more inclusive, supportive environments where employees feel empowered to bring their whole selves to work. EW
Jennifer McCollum, president and CEO of Catalyst, is a thought leader with expertise in closing the gender equity gap and in inclusive leadership.
