There has been more and more talk about menopause in the workplace–including the need for menopause-specific benefits and supports. Momentum for action is growing.
including the need for menopause-specific benefits and supports. And as a medical doctor and advisor to large organizations, I am seeing the conversation noticeably deepen across companies.
This work includes an enhanced program of corporate menopausal supports such as removing stigma, fostering conversations, and–critically–putting in place meaningful policies that specifically address menopause. It includes equipping women with better access to health-care services and supports, and creating vocal and empathetic allies among colleagues, friends and families.
By removing the awkwardness associated with menopause conversations, companies can create a culture where women feel comfortable disclosing their symptoms and experiences. We have heard anecdotes about menopausal leaders taking colleagues aside to simply say a cooler office was all that was required to combat hot flashes and get through the workday.
To more deeply support perimenopausal and menopausal women, corporations can offer coverage for medical treatment such as hormone replacement therapy and mental health supports. Companies can also adjust policies to allow flexible work and sick-leave guidelines so women can take time off for health appointments and daily breaks to manage menopausal symptoms.
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