New Delhi: The workforce is noticing rampant demographic growth among women who are at their menopausal age. According to projections, by 2030, it is estimated that over one billion women across the world will be perimenopausal or postmenopausal, with nearly 50 million women reaching menopause each year. However, many women lack the necessary support to manage menopausal symptoms, leading to reduced responsibilities or leaving the workplace entirely.
Dr Katherine O’Reilly, Regional Medical Director at International SOS told News9, “Menopause is a completely natural biological process which stops the cessation of the woman’s menstrual cycle due to lower hormone levels. Menopause can significantly affect a woman’s physical, mental and emotional well-being. At the professional level her performance level experiences a downslide with an adverse impact on her productivity, attendance and career growth. Yet many women are completely unaware of the effective options to alleviate these symptoms.”
Dr O’Reilly added, “In the current scenario, a lot of changes have been made to normalize the conversations around menopause. There are several organizations that provide valuable resources, support and advocacy for women navigating menopause. Yet a lot of organizations around the world needs to extend their support for menopausal women in the workplace. Employers can play a major role by implementing menopause related policies, provide customized healthcare resources, and provide an environment for a comfortable conversation with the women. This will not only empower women to thrive in their careers but also enable organisations to retain the expertise and ensure productivity at workplace.”
Dr Katherine of International SOS offers the top five tips to help organisations promote inclusivity and support their workforce in managing the challenges of menopause, many of whom will be at a PRIME time in their career and of significant value to the workforce:
1. Policies: By providing flexible working hours, a hybrid workplace model and adjusted break times. They can implement policies which may include flexible working hours, and access to customized healthcare resources to manage the menopausal symptoms. Provide paid or unpaid leave for menopause-related health issues. Ensure that these policies are well-communicated and accessible to all employees.
2. Awareness and Recognition within the workforce: Provide menopause-related awareness by educating the employees and managers about the menopause transition and its potential impacts. Host expert-led sessions for women on menopause management. Have open conversations and reduce the stigma associated with menopause.
3. Inclusivity: Ensure that your organisation’s diversity and inclusion initiatives explicitly include gender-specific considerations, including those related to menopause. Develop open conversations and encourage the employees to discuss their needs and concerns.
4. Menopause-related programmes: Conduct wellness programs for women in their menopausal period. Offer workshops on yoga, meditation or stress management. Provide personalised health advice and specific health checks for employees to navigate the physical and emotional changes that a woman undergoes during the menopausal period.
5. Employee Assistance Programmes (EAPs): Ensure that EAPs are equipped to address menopausal concerns, providing access to medical care, professional guidance and support for employees in need.
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