The “public” dimension of menopause
Menopause is commonly perceived as a private health journey, a personal chapter in a woman’s life. But this view is incomplete. And short-sighted. Menopause is also an economic and work issue of primary importance. This is the reminder from the Society for Women’s Health Research (SWHR), which conducted a study, EMPACT Menopause (Employee Perspectives and Challenges Concerning the Transition of Menopause), to highlight the impact of symptoms on work, and which created a Road Map to integrate virtuous initiatives.
At what age does menopause occur?
The experience of menopause is divided into three main phases:
1. Perimenopause (or Menopausal Transition): This phase represents the transition period in which the body experiences a natural decline in reproductive hormones. This decline culminates in the cessation of menstrual cycles. The onset and duration of this transition are influenced by a variety of factors, including biology, lifestyle, certain health conditions and the sociocultural determinants of health.
2. Menopause: It is defined as the moment in life when 12 consecutive months have passed since the last menstrual period. It is important to note that the onset of menopause can also be the result of surgical procedures that damage or remove the ovaries, or of medical therapies, regardless of the woman’s age.
3. Postmenopause: This is the phase of life that begins after menopause has been completed.
Symptoms and hormonal changes related to menopause often occur between the ages of 35 and 65.
The 10 symptoms of menopause
Recognizing and understanding the 10 symptoms of menopause is the first step to managing them consciously and improving one’s daily well-being.
1. Hot flashes
2. Night sweats
3. Sleep disturbances (insomnia)
4. Mood changes
5. Brain fog and difficulty concentrating
6. Weight gain and changes in fat distribution
7. Vaginal dryness and discomfort during intercourse
8. Joint and muscle pain
9. Decreased sexual desire (libido)
10. Changes in skin and hair
Among these, there are some that also affect work. The symptoms considered most bothersome by the women interviewed include sleep disturbances or insomnia (79%), brain fog, difficulties with concentration, learning and memory (78%). It is not uncommon for postmenopausal women to also report difficulty finding the right words when speaking in public.
It is important to remember that there are “tailored” diagnostic and therapeutic interventions capable of countering metabolic imbalances and the other problems linked to menopause: for example, by enhancing cognitive abilities, preserving cognitive reserve and improving sleep quality.
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Effects of menopause symptoms on self-esteem and career
These symptoms have direct consequences on self-esteem:
- 48% of women reported an impact on their self-esteem and self-confidence in the workplace.
- 45% experienced an impact on their motivation or overall job satisfaction.
- 38% experienced “presenteeism” (how often one works despite feeling unwell).
Even more worrying is the effect on career choices. The numbers speak clearly:
- 1 woman in 4 considered not pursuing, or did not pursue, a leadership opportunity.
- 1 woman in 3 considered reducing, or reduced, her workload.
- 2 women in 5 considered looking for, or looked for, a new job.
This is not only a personal problem, the SWHR argues, but a loss in terms of mentorship and leadership that companies have spent decades cultivating.
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The need for supportive policies
But the EMPACT study also revealed a significant lack of formal support: 61% of employees and 70% of managers indicated that there are no formal policies specific to menopause. The confusion surrounding the phases of menopause and the transition can lead women to delay seeking support, while the community may make uninformed generalizations about aging. Education was highlighted as a necessary priority for both women and employers.
The need for training to break down stigma
A cultural obstacle manifests itself in stigma: 59% of women reported feeling uncomfortable asking for accommodations. Only 31% felt comfortable talking about their menopause symptoms or experiences at work. Employers also struggle, with 1 manager in 6 saying they were uncomfortable arranging accommodations for employees’ symptoms.
Toward “menopause-friendly” workplaces: the Road Map
To educate on the social and health needs related to menopause — which include heart, metabolic and mental health — the SWHR has published several resources. The Road Map, in particular, was created precisely to guide organizations in creating supportive work environments, based on four fundamental pillars: accountability, assessment, action, appraisal.
This initiative responds to a growing demand, highlighted by a recent report indicating that 64% of employees want menopause-related benefits. Implementing such policies is not only ethical, but financially advantageous, because it can improve productivity and reduce healthcare costs.
The SWHR also actively promotes the conversation on well-being in menopause through its Social Media Toolkit, encouraging colleagues and companies to work together to ensure women’s well-being and productivity. It is clear that increasing the visibility of diverse experiences is fundamental to creating equitable workplaces. And the message is clear: menopause must not be a barrier to career goals or well-being in the workplace. One can start with a simple question: “What conversation could be started tomorrow in your own office to break the silence surrounding menopause?“.
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