Bonafide 2024 Menopause Survey: Women Want More Support From Employers

Women’s Health Care Company Sincerely polled more than 2,000 U.S. women aged 40–64 about Fourth Annual Report on the State of MenopauseThe results were released Monday. More than three in four women (76%) reported having There is no menopause-friendly workplace.a biological milestone that more than 1 million women nationwide experience each year, according to National Institute on Aging (NIA).

These data reflect a decline in already minimal support; nearly a third of respondents (31%) in Bonafide first survey of 2021 said they felt at least “somewhat supported” by their employers.

In this year’s survey, more than half of women (51%) said they want more support at work. Empathy from colleagues and more time off are just two ways companies can help. Meeting the needs of employees going through menopausethe report said.

“The days of suffering in silence are over,” Dr. Alyssa Dwecka practicing gynecologist and medical director of Bonafide, recounts Luck. “If you are on crutches or in a wheelchair, it makes sense to make sure the elevator works if you work in a high-rise building.

“So if you’re suffering from hot flashes and night sweats that are affecting your work or productivity, why not offer simple solutions that can help people feel more comfortable?”

Women say menopause has affected their work performance

Although temporary, a woman’s journey to menopause is by no means short. PremenopausalAlso known as the menopausal transition, it typically begins between the ages of 45 and 55 and can last anywhere from seven to 14 years, according to the NIA. Not all women experience symptoms, but some face a range and combination of symptoms ranging from hot flashes and painful sex to depression and difficulty sleepingOfficially, menopause marks one year after a woman’s last menstrual period.

In other words, a woman’s career peak can coincide with years of inevitable changes in her mental and/or physical health. Nearly one in two women (49%) polled by Bonafide said menopause had affected their job performance. The situation was even worse for women under 50, with some 76% saying their job performance had been affected.

“Women who are a little younger, around 40–49, feel a little more powerless, less noticed and appreciated, I think, in the workplace, and would love to have more support to make their day-to-day lives more comfortable,” says Dweck.

Dweck isn’t surprised by the age difference, saying the obvious culprit is technology. It’s not that the older women surveyed aren’t feeling the same effects of menopause in the workplace, she said; it’s that they may have become accustomed to a “grin and bear it” culture.

Women under 50, Dweck says, “grew up using period apps to track their menstrual cycles. They grew up with more technology as it relates to fertility. So, of course, they’re also going to be much more tech-savvy and more concerned when it comes to symptoms during their menopausal journey.” Bonafide reports that women under 50 are four times more likely to use a mobile app, wearable technology, or digital health platform to manage their menopausal symptoms.

Nearly half of respondents (48%) said they believe women going through menopause are considered ineffective or emotionally unstable in the workplace. And in addition to addressing workplace discrimination such as age, misogynyAnd wage gapMore than two in five women (42%) said menopausal symptoms had curbed their career ambitions.

Failure to address these concerns could have devastating consequences for corporate profits and the U.S. economy — women 16 and older account for 47% of the workforce in June—in addition to hindering women’s career paths. Last year, a Mayo Clinic Research Menopause is estimated to contribute $1.8 billion annually lost working time In the United States, that figure jumps to $26.6 billion when medical costs are included. The institutional knowledge that female employees of a certain age bring is also at risk.

“These are women who have climbed quite a bit in their jobs… they probably have a lot of people working under them,” Dweck says. “Why would any employer want to get rid of or lose a super-productive person who is well-trained and very valuable to the workforce at that job?”

After all, unless a company has an all-male workforce, every employee who menstruates will eventually enter perimenopause, Dweck says.

What can companies do to support employees going through menopause?

Let’s talk about menopauseA national nonprofit that advocates for menopause education and research, recommends that companies incorporate the following best practices to support female employees:

• Create employee resource group
• Appoint an executive as menopause chief
• Create physical accommodations, such as fans and cool rooms
• Offer flexible working hours and locations

While the topic of menopause is becoming less taboo—Bonafide reports that the number of women openly discussing menopause with friends and family has increased by 12% since 2023—it’s understandable that not all women feel comfortable addressing their related needs at work. When in doubt, talk to your HR department, Dweck says. Companies can also consider offering educational resources or remote wellness sessions with a menopause coach and relaxing dress codes during warmer months.

Menopausal employees may be “more loyal, more attentive, and more engaged if they perceive that their boss genuinely cares about them, even on such a simple level,” Dweck says.

For more information on how to cope with menopause at work:

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