Menopause and women in leadership: Why doing nothing is hurting your business
Each year on 18 October, World Menopause Day offers an essential reminder to acknowledge and support women experiencing the challenges of menopause. However, it’s crucial this support extends beyond a token 24 hours. To empower and uplift women navigating this potentially life-altering phase, resources, education, and allyship need to be available every single day.
To help your business make the most of its female talent, let’s examine the link between menopause and women* in leadership – and explore actionable strategies to drive stronger gender representation in senior roles.
Menopause is a gender parity issue
Only 10% of Fortune 500 companies are led by women. While this represents the highest percentage of female leadership in the list’s 68-year history, businesses need to push for further progress.
Organisations are taking notice and we’re seeing a growing movement to increase gender parity in leadership positions. For example, the Adecco Group is a proud member of Paradigm for Parity, a coalition of more than 140 companies committed to achieving a 50:50 gender balance globally by 2030. From sponsorship programmes to pay equity reviews and targeted career development for female colleagues, organisations are trialling numerous initiatives to achieve this goal.
However, to increase female representation and sustain it for the long term, women’s healthcare needs to become a core employer priority. On average, women reach leadership positions in their late 40s – the age when women typically go through menopause (between 45 and 55 years old).
The physical and emotional changes accompanying this transition can pose unique challenges within the workplace. This situation, compounded by a widespread lack of employer support, has forced women to leave their roles at higher rates than ever before. Research from healthcare provider Bupa shows almost a million women have already resigned because of menopause-related symptoms.
Turning talent risks into opportunity
Helen Tomlinson, Head of Talent and Inclusion for the Adecco Group UK & Ireland – and the UK government’s first Menopause Employment Champion – says:
‘Menopause is an entirely natural but sometimes difficult period affecting 51% of the population. But this is not a time to step down, step back, or step out of working life. Women over 50 are the fastest-growing demographic in the workplace, and when employers provide education and allyship which creates cultural change, those women can go on to have arguably the most productive and fulfilling time in their careers.’
For businesses, it’s time to act. By 2024, there will be twice as many UK women aged 55-64 working as those aged 16-24 – and the domino effect of these significant demographic shifts will be seen in the workplace. Businesses that fail to provide information and support to help women successfully navigate this critical career stage will be left behind.
Three things your organisation should be doing
Fostering an inclusive and empowering environment will not only help you retain valuable talent but also attract and encourage more women to assume leadership positions within your organisation. Here are three practical solutions you can start with:
1. Raise awareness through training
The stigma and silence surrounding menopause in the workplace can create a sense of isolation and hinder the development of a menopause-friendly work culture. Encouraging open dialogue and educating managers about available support options are valuable first steps in creating a more inclusive work environment.
Encourage your colleagues to take part in trainings that increase awareness and understanding of challenges faced by menopausal women, their impact in the workplace, and how to be an ally. These trainings can be followed by checklists and toolkits with applicable insights.
2. Establish inclusive policies and protocols
Developing inclusive policies that address the specific needs of menopausal women, as well as guidelines for managers, can significantly normalise this phase of life. The policy should cover different types of support – including managing workplace temperature, providing comfortable office attire, and accommodating ergonomic requests – to enhance employees’ well-being and productivity.
3. Create a Women’s Health Strategy
Diversity and inclusion activities need to be part of a robust strategy. Creating a framework that encompasses wellness initiatives, health benefits, education sessions, and allyship programmes catering to women’s unique health needs will make them feel valued, respected, and included. It’s important to note that this strategy should not be limited solely to menopause, but also include concerns such as menstruation, fertility, and potential experiences of baby loss.
Let’s learn from each other
At Adecco, over the past several years we’ve developed a comprehensive strategy to support our female colleagues through every life stage. We’re proud that women represent 62% of our entire business and 58% of our leadership positions.
Our progress – and its positive cultural impact – prompted us to externalise these conversations and support other employers from the public, private, and third sectors. We’ve since collaborated with a range of organisations on menopause trainings, policy writing workshops, and strategy creation and launch.
Our Women’s Health Strategy solution helps employers realise measurable cultural change and actively champion their female talent. Ask us how it could work for your business.
Get in touch with your Adecco consultant or reach out to us here to learn more about our Women’s Health Strategy solution and take a new approach to empowering women in leadership. *Please note that, although we predominantly refer to women in relation to menopause, we recognise it can also impact transgender and non-binary individuals.