A comprehensive study by Aimed Alliance and HR.com's HR Research Institute reveals a critical disconnect between organizational awareness of menopause's workplace impact and meaningful support strategies. Despite 81% of HR professionals acknowledging that menopause symptoms significantly affect women's careers, few organizations are taking substantive steps to address these challenges.
The research exposes a stark reality: only 22% of HR professionals believe their organizations actively work to reduce menopause-related stigma. This lack of support manifests in multiple ways, including reduced self-confidence, increased presenteeism, and diminished workplace engagement for women experiencing midlife health transitions.
The study identified multiple consequences of this unsupportive environment. Eighty-five percent of respondents recognized loss of self-confidence as a primary issue, while 68% noted presenteeism—working while unwell—as another significant challenge. Furthermore, 67% reported decreased employee engagement directly linked to menopause symptoms.
Workplace culture remains a significant barrier, with merely 41% of organizations fostering a positive and healthy work environment. A particularly troubling finding reveals that 10% of respondents still consider discussing menopause or related health issues unprofessional, contributing to an environment where 61% of women feel uncomfortable raising concerns about age-related health treatments.
The research also highlighted potential accommodations that could significantly improve workplace experiences for women in midlife. Eighty-eight percent of respondents supported providing time off for medical appointments, while 86% emphasized consistent restroom access. Additionally, 80% recommended implementing employee assistance programs specifically addressing these health transitions.
Debbie McGrath, Chief Instigator and CEO of HR.com, emphasized the broader implications, stating that ignoring these issues impacts not just individual well-being but also organizational productivity, engagement, and talent retention.
This study serves as a critical call to action for organizations to reassess their approach to supporting women's midlife health experiences. By creating more inclusive, understanding environments, companies can potentially mitigate productivity losses, improve employee retention, and demonstrate meaningful commitment to workforce diversity and well-being.
