Estimated reading time: 7 minutes
A couple of months ago, the Society for Human Resource Management (SHRM) released their annual employee benefits survey. I really like reading this survey to see if there are any trends that employers should be aware of. One trend I noticed in this year’s survey was an increase in conversation related to menopause.
According to SHRM, 17% of employers provided menopause related support such as counseling and education. With women aged 45-54 comprising 9.3% of the U.S. labor force, this is definitely a relevant topic. In fact, there’s a bill in Congress now titled “Advancing Menopause Care and Mid-Life Women’s Health Act”. Something to watch in the months to come.
The reason I wanted to talk about menopause today is because we need to. Menopause has been one of those subjects that for a long time we weren’t supposed to discuss. I’m glad to see that’s changing because menopause impacts everyone – not just the people who experience it. And that includes employers.
To help us understand more, I had the opportunity to chat with Shelly MacConnell, chief strategy officer for WIN, the nation’s leading family-building and family wellbeing company. WIN supports families through every stage of life – from pre-conception and fertility to parenting, healthy aging, and beyond.
Please note, the information in today’s article is for informational and educational purposes. It is not a substitute for professional medical advice. If you have any specific questions, you should consult with a healthcare professional.
Shelly, thanks so much for being here. Let’s start with a couple of definitions. What is menopause? And what is perimenopause?
[MacConnell] Menopause refers to the point in time when women cease to have their periods. This is the result of hormonal changes, primarily a decrease in estrogen. Perimenopause (sometimes known as menopausal transition) can take place in the years leading up to that point, when a woman may have changes in their monthly cycles and many other symptoms – many of which she may not even know are related to perimenopause. Once periods have ceased for 12 months, the postmenopausal phase begins.
Menopause typically occurs between the ages 45 and 55 for women but can also be triggered by a hysterectomy or surgical removal of the ovaries. Symptoms can last 7-14 years depending on lifestyle, health, etc. For simplicity purposes, perimenopause, menopause and postmenopause are all often referred to generally as menopause.
The hormonal shifts of menopause do not just impact fertility, they can impact nearly every system of the body. In addition to the more well known vasomotor symptoms such as hot flashes, brain fog, and sleep disruptions, symptoms can also be much more serious and include increased cardiovascular risk through the increase in blood pressure and cholesterol as well as heart palpitations, a decreased sensitivity to insulin which can increase insulin resistance, prediabetes and diabetes, increase in and re-distribution of weight, musculoskeletal and joint pain, changes in vaginal health and sexuality, psychological changes that lead to increased rates of depression and anxiety, digestive issues such as reflux, urinary complications, and even things like vertigo and tinnitus. The list goes on.
Why would perimenopause and menopause be important to an organization?
[MacConnell] Considering all the physical impacts, menopause is not just a healthcare concern; it is a business concern that all organizations should consider. A study from the Mayo Clinic estimates that the US economy loses over $26 billion annually due to menopause, including $1.8 billion in lost workdays and $24.8 billion in medical expenses. In fact, an astonishing 99% of women feel that menopause symptoms have negatively impacted their career. These figures show just how important it is for organizations and employers to address this stage in life particularly as women in menopause and transitioning to menopause may be at the height of their professional accomplishments and contributions.
In addition to the potential impact on organizational performance, there is a healthcare cost consideration as well. Many women (and their OB-GYNs) are unaware that these symptoms are related to menopause and may be seeing several doctors to address each issue – perhaps with limited success – when all may be related to a single underlying cause. It’s also important to note that men also experience hormonal shifts as they age or andropause–even as menopause care in the workplace becomes more prevalent, men are often not addressed by benefits and programs. Andropause also impacts men adversely in the workplace with 51% reporting a deterioration in work performance due to symptoms.
What is the impact of untreated perimenopause symptoms for working women?
[MacConnell] Designing programs and benefits that address this sector of employees is critical. Less than 40% of women feel that they receive support for menopause and only 26% of them said they received support from formal work policies or programs.
Unaddressed menopause symptoms and symptom-related challenges often force women out of the workplace with 13% saying they had to leave their jobs and another 15% saying they’ve considered leaving their jobs–out of these women, 44% were senior leaders and executives. Even those that do not leave the workplace feel there is disruption to their career with 41% reporting some level of negative impact on their career progression.
I’ve heard that some organizations are offering menopause-related benefits. Can you give us some examples of what a benefit might look like?
[MacConnell] While menopause benefits are becoming more prevalent in the workplace, only about 15% of companies currently offer them despite 64% of women saying they want menopause-specific benefits. More concerning, only one in five OB/GYNs receive menopause training leading to 73% of women not receiving the necessary treatment for menopause symptoms.
This is why, last year WIN rolled out our Powerpause program, a comprehensive and inclusive solution offering end-to-end perimenopause, menopause, and andropause (low-T) services that support both physical and mental wellbeing. This includes 24/7 on-call clinical guidance through nurse care advocates, evidence-based protocols, a vetted virtual network of expert-trained providers, digital experience to support care and comprehensive educational resources.
As organizations are thinking about benefits, they also have to consider the law. Are there any existing laws that organizations need to keep in mind when they are implementing a menopause-related benefit?
[MacConnell] Similar to in vitro fertilization (IVF) coverage, mandated menopause coverage varies state by state. Louisiana began requiring Medicaid and private health insurance plans to cover menopause and perimenopause treatment earlier this year and a similar bill is in the works in California. As menopause and andropause care and coverage becomes more available, it is important for companies considering benefits to work with a company that can help them navigate state-by-state laws.
Last question. As a human resources professional, we say to companies that want to offer a new benefit, “Talk to your employees!” and “Find out what employees want!”. For organizations considering menopause-related benefits, how can they initiate a conversation with their employees without coming across as prying into someone’s personal lives?
[MacConnell] Menopause is only recently becoming a conversation discussed in the workplace and there is still more work to do to destigmatize and normalize the topic further. A study showed that 58% of women feel uncomfortable talking about their symptoms at work, however those with female managers and those that already have menopause benefits in place feel more open about discussing.
The report also shows that employees typically feel more comfortable talking to colleagues over HR about menopause. Setting up anonymous surveys or employee-led resource groups may be a good access point to learning more about employee sentiments towards menopause and menopause benefits in a safe space. Additionally, normalizing conversations around menopause begins with a company’s leaders and we encourage them to set the course for others to follow. Lastly, companies should also offer educational resources to their employees on the topic, how to broach it at work, and more.
I want to extend a huge thanks to Shelly for sharing this information with us. If you would like to learn more, check out the WIN website. Shelly also reminded me that October is Menopause Awareness Month, so it may be a timely tie-in to start the conversation in your organization.
Organizations want employees to do their best work. That means organizations want employees to be healthy. We can’t talk about employee health and wellbeing without talking about menopause and andropause.
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