by Flory Wilson, Founder and CEO of Reproductive & Maternal Health Compass
Could the dearth of workplace menopause benefits be to blame for stalled representation of women in the senior executive ranks? It seems likely given data shows that women are opting out of work – citing menopause-related challenges – during the exact moment when they have the most to contribute. Losing this valuable talent pool poses a material risk to companies.
Menopause is finally beginning to get the attention it deserves given nearly fifty percent of women in our country – 75 million women – currently in perimenopause or menopause. While menopause and perimenopause affect each woman differently, the aggregated health effects are significant.
Every employer should be actively considering how they can support women going through perimenopause and menopause. These are employees at the peak of their professional arcs, having amassed decades of experience in the workplace and cultivating the expertise needed to lead effectively.
According to LeanIn.org, for the first time in two decades, the number of women in C-suite roles at companies in the S&P Total Market Index has dropped and women’s representation among all senior leadership positions in the U.S. decreased to the lowest rate in more than a decade. Companies should be urgently addressing this issue in order to stem the tide of workforce loss.
What can companies do to support these workers? Here are three action items that have been proven to be successful:
1. Facilitate meaningful discussion across your organization to normalize and acknowledge the impact that menopause and perimenopause have on your workforce.
Host listening sessions, include outside experts and create safe spaces for workers to share their personal experiences and identify how they need to be supported. Engaging women’s ERGs can help to change perception and improve understanding of menopause.
2. Review workplace policies to ensure that menopause is explicitly called out where relevant.
RMH Compass encourages companies to include menopause and perimenopause symptoms (as well as menstrual symptoms) as qualified reasons to use paid sick leave when needed. Review Employer=Sponsored Health Plan offerings to identify menopause-specific health benefits and, if none exist, consider adding a third-party platform (Midi, Elektra Health, and others) to offer supplemental health services.
3. Train all people managers to understand the impact of menopause on employees and how to support them.
Managers should have sensitivity to the needs of their colleagues and be equipped to offer support. Managers should have a strong understanding of the menopause related policies and benefits offered by the company.
Taking these actions demonstrates to your workforce the company’s commitment to supporting its workforce. To evaluate your company’s benefits on menopause and other reproductive and maternal health issues, visit www.rmhcompass.org and take our free online survey today.
Flory Wilson has spent her career incentivizing the business community to be great stewards for their stakeholders. As the Founder and CEO of Reproductive & Maternal Health Compass (RMH Compass), a non-profit focused on advancing RMH benefits available to U.S. workers, her goal is for all U.S. businesses to provide comprehensive reproductive and maternal health benefits to their whole workforce.