Global Workforce Sees Call For Enhanced Menopause Support On World Menopause Day

With the fastest-growing demographic in the global workforce being women of menopausal age, organisations are urged to take immediate action to support these employees. By 2030, over one billion women worldwide are expected to be perimenopausal or postmenopausal, with nearly 50 million reaching menopause annually. However, many face inadequate support to manage menopausal symptoms, often leading to reduced responsibilities or exiting the workforce entirely.

In recognition of World Menopause Day, International SOS, a global leader in health and security risk services, is calling on organisations to strengthen their Duty of Care by implementing comprehensive menopause support systems for female employees.

Dr Katherine O’Reilly, Regional Medical Director at International SOS, explains, "Menopause marks a significant life transition as a woman’s menstrual cycle ceases due to lower hormone levels. It presents numerous physical and emotional challenges, often affecting women at the peak of their careers. The impact on work performance, attendance, and career progression is increasingly evident, yet many women remain unaware of effective options to manage their symptoms.”

Menopause commonly occurs between the ages of 45 and 55, but early menopause affects 8 per cent of women in high-income countries and 12 per cent globally between ages 40 and 44. An additional 2-4 per cent experience menopause before the age of 40, influenced by factors like genetics, lifestyle, and hormonal imbalances.

Women navigating menopause often encounter workplace difficulties such as poor concentration, fatigue, memory issues, low mood, and reduced confidence. A recent study found that women are 40 per cent more likely to experience depression during perimenopause compared to those without menopausal symptoms, likely due to fluctuating oestrogen and progesterone levels. Additionally, hot flashes can contribute to absenteeism and workforce attrition.

“While conversations about menopause are becoming more normalised, there is still much progress to be made in workplace support,” Dr O’Reilly added. "Employers can implement menopause policies, offer tailored health resources, and foster open dialogue, empowering women to excel in their careers. By doing so, businesses can retain invaluable expertise, ensuring business continuity and promoting inclusivity."

International SOS highlights five key strategies for organisations to promote inclusivity and help employees manage menopause challenges:

1. Policies: Develop supportive menopause-specific policies, such as flexible work hours, tailored healthcare resources, and leave options. Ensure these policies are communicated effectively and are accessible to all employees.

2. Recognition: Provide comprehensive menopause-related information and training for employees and managers, fostering open dialogue and reducing stigma.

3. Inclusivity: Incorporate menopause into diversity and inclusion initiatives. Support groups can be developed to encourage discussions around menopause-related challenges.

4. Health Programmes: Implement menopause-focused health and wellbeing programmes, offering personalised health advice and regular check-ups.

5. Employee Assistance Programmes (EAPs): Ensure that EAPs address menopausal concerns, offering medical care, professional guidance, and support for employees experiencing menopause.

By actively supporting women through menopause, organisations can not only foster a more inclusive workforce but also leverage the full potential of their employees' talents and experiences, driving sustainable growth.