World Menopause Day Inspires New Approaches to Workplace Inclusivity for Women in India

Saturday, October 19, 2024

World Menopause Day highlights the rapid growth of women of menopausal age in the global workforce, including in India. By 2030, over one billion women worldwide are expected to be perimenopausal or postmenopausal, with nearly 50 million women reaching menopause each year. Despite these substantial numbers, many women, including those in India, struggle with inadequate support to manage menopausal symptoms, often resulting in reduced responsibilities or even leaving their jobs. In recognition of this, International SOS, a global leader in health and security risk services, is calling on organizations to strengthen their Duty of Care by introducing comprehensive support systems for female employees experiencing menopause.

Dr Katherine O’Reilly, Regional Medical Director at International SOS, said, “Menopause marks the cessation of a woman’s menstrual cycle due to lower hormone levels. It is a significant life transition that can bring various physical and emotional challenges. Symptoms can last from months to several years, affecting women often at the peak of their careers. The impact on work performance, attendance and career progression is becoming increasingly evident, yet many women are unaware of effective options to alleviate their symptoms.”

Menopause typically occurs between the ages of 45 and 55, but early menopause is also common, affecting 8% of women in high-income countries and 12% globally between ages 40 and 44. Additionally, 2-4% of women experience menopause before age 40. Various factors, including genetics, lifestyle, and hormonal imbalances, can influence when menopause begins.

In the workplace, common challenges during menopause include poor concentration, fatigue, memory issues, low mood, and reduced confidence. A recent study revealed that women are 40% more likely to experience depression during perimenopause compared to those without menopausal symptoms, likely due to fluctuating oestrogen and progesterone levels. These hormonal changes can cause mood swings, while hot flashes at work may lead to higher rates of absenteeism or workforce attrition. To address these challenges, organizations need to recognize the diverse experiences of menopausal women and offer tailored support systems.

Dr O’Reilly adds, “While progress has been made in normalising conversations around menopause, there is still significant potential for organisations to enhance their support for menopausal women in the workplace. Employers can play a pivotal role by implementing comprehensive menopause policies, providing tailored health resources, and fostering an environment of open conversations. This not only empowers women to thrive in their careers but also enables organisations to retain invaluable expertise and ensure business continuity. By actively supporting diversity through and beyond menopause, organisations can leverage the full spectrum of their workforce’s talents and experiences, fostering a more inclusive culture and ultimately achieving sustainable growth.”

International SOS provides five essential tips to help organizations foster inclusivity and support employees managing the challenges of menopause. Many women facing these challenges are at a critical stage in their careers and bring significant value to the workforce. By implementing thoughtful strategies, companies can ensure these employees feel supported and empowered. Here’s how:

1. Create Supportive Policies: Develop policies that specifically address menopause and offer flexible work arrangements. These may include options for flexible working hours, access to healthcare resources tailored to menopausal symptoms, and paid or unpaid leave. Make sure these policies are clearly communicated and accessible to all employees.
2. Raise Awareness in the Workplace: Provide thorough information and training for all employees and managers about the menopause transition and its potential impact on work performance. Encourage open dialogue to reduce the stigma and promote understanding of menopause-related challenges.
3. Promote Inclusivity: Ensure that diversity and inclusion initiatives specifically address gender-related considerations, including menopause. Foster an environment of open discussion by creating support groups and safe spaces for employees to share their experiences.
4. Offer Menopause-Specific Wellbeing Programs: Introduce health and wellness programs focused on menopause. Provide personalized health advice and specific health checks to help employees manage the physical and emotional aspects of menopause effectively.
5. Enhance Employee Assistance Programs (EAPs): Ensure your EAPs are well-equipped to address menopausal concerns. Provide access to medical care, professional guidance, and support for employees needing help managing symptoms or navigating this life stage.

By adopting these strategies, organizations can create a more inclusive and supportive work environment, allowing employees to thrive during this important phase of their careers.