Many women find themselves at a loss when the first symptoms of menopause appear. This natural process remains taboo, especially in the business world, with very few companies offering their employees related accommodations or benefits. This can put them at a disadvantage at work.
US-based virtual healthcare startup Maven Clinic surveyed 1,050 women, including millennials and Generation X-ers, on the difficulties they encounter as a result of menopause. Whether it’s hot flashes, palpitations, night sweats, fatigue, insomnia, irritability or urinary disorders, these symptoms weigh heavily on the daily professional lives of the women concerned, especially if they are not supported by a healthcare professional.
Yet, 60% of millennials surveyed say they have not discussed their symptoms with a doctor. Among them, 29% say they don’t have the time to see a medical professional. Some are too busy with family responsibilities, while others don’t dare take time out of work to see a GP or gynaecologist.
Many women are afraid of being judged or penalised if they discuss their menopause symptoms with colleagues or superiors. As a result, 44% of millennials and 34% of Gen X-ers refrain from raising the subject at work.
In the long run, this silence can be a burden. Lacking support, women with menopausal symptoms often resolve to take a backseat at work. Some reduce their working hours or give up the chance of promotion, while others resign to pursue a less demanding career, as is the case for one in six millennials polled.
These decisions have serious financial consequences for those involved. In research published last year in the journal Mayo Clinic Proceedings, researchers estimate that menopause-related symptoms cost an estimated US$1.8 billion a year in lost work time.
Companies would be wrong not to take this issue seriously, especially since it affects them just as much as their workers. They risk losing talented, qualified employees and spending a lot of money to replace them.
All the more reason to offer perimenopausal and menopausal women certain accommodations, particularly with regard to working hours (staggered or more flexible hours, more remote work, etc.). Those surveyed say such initiatives would convince them to stay in their jobs.