39 million working women in the U.S. face menopause as a hidden challenge in the workforce

I kept having fevers. I couldn’t sleep. I was feeling totally unfocused. I thought it was just an extension of my restless shark-like tenancies, but after days of unrelenting symptoms, I decided I should see a doctor. Here’s how our conversation went:

“It’s menopause.”

“What? That’s not possible. I’m too young.”

“Yes, it is. There are many reasons why it can happen at an earlier age than normal.”

“How in the world do women work like this? I’m in a fog and can’t focus.”

“Your symptoms are light.”

“You’re joking, right? It’s going to get worse? Women work every day feeling like this?”

I left the doctor’s office astounded, confused and angry. If many in our workforce are dealing with these symptoms on a daily basis, why aren’t there lobbyists hired? Associations created? Women revolting in the street? Leaders talking about this regularly?

I Was Warned Not to Write This

As I decided to write about this, I was warned by two professional, well-educated colleagues not to do so. They said:

“If you write about this, people will know how old you are and never hire you again.”

And

“If you write about this, you’ll just reinforce the stereotype that women are weepy and unreliable. Just leave it alone.”

Leave it alone? I have daily hot flashes, which means instead of using my EQ to listen to the person in front of me, all I can think about is finding the closest air conditioner. If these symptoms are considered light, how are millions of other women dealing with their (not so light) symptoms at work? And what about the leaders who have to manage people with these symptoms?

Let’s look at the facts about menopause in the workplace.

The Facts About Menopause in the Workplace

• Most women officially reach menopause between the ages of 44 and 56, and symptoms can last between two and ten years. It’s possible for symptoms to start as early as 35 years of age, before officially reaching menopause.
• An estimated 1.3 million U.S. women reach menopause every year.
• Approximately 39 million women in the US workforce are experiencing or will soon experience symptoms of perimenopause or menopause.
• Menopause costs approximately $1.8 billion in lost work productivity annually
• According to the Labor Bureau of Statistics (LBS), menopause-age women account for almost 30% of the U.S. labor force.

Menopausal Symptoms at Work

So what goes on when a woman is having menopausal symptoms? I mentioned the hot flashes (which I thought were fevers) and insomnia I was experiencing. Women also experience headaches, loss of energy, anxiety attacks, brain fog, aches and pains, and dry skin and eyes. This translates to 45% of the women workforce potentially being at work without enough sleep, sweating to death at their desks with intermittent headaches, no energy and an achy body. I think that fact is worthy of addressing.

Why is No One Talking About Menopause, Affecting a Significant Portion of the Workforce?

Yet menopause remains a taboo topic in many workplaces. Despite approximately 1.3 million women in the U.S. entering menopause each year and 20% of the workforce being in some phase of the menopause transition, conversations around it are still rare. Many women don’t want to admit they are going through menopause, and men often avoid discussing “women’s health issues.” It’s discussed so infrequently that most are unaware of the workplace impacts until they are directly affected or know someone who is. Why is this critical topic, affecting millions, still not widely discussed? Topics like breast cancer, pregnancy, and obesity are openly talked about, yet menopause remains shrouded in silence.

In fact, that’s exactly how women feel about discussing menopause in the workplace: silenced. Hush hush. Don’t say it out loud. Don’t make a big deal. Yet, how can we not talk about this when BOHRF reports that almost 20% of women surveyed believe menopause has had a negative impact on their managers and colleagues’ perceptions of their competence?

Research by the University of Nottingham found many women didn’t want to disclose this issue to their manager, particularly if the manager was younger than them, male or both. Of the women who had taken time off of work due to menopausal symptoms, only half of them disclosed the real reason for their absence. Some women even considered working part time to deal with symptoms but feared this would negatively impact their career. The research also showed that over half of the women studied reported that they were not able to negotiate flexible work hours or practices when dealing with symptoms. All of these realities contribute to the lack of confidence some women feel as even just the lack of sleep affects them cognitively and physically. One women says:

“It certainly affects my confidence from the point of view of speaking at meetings because I am not as fluent…that concerns me. I don’t want to, you know, suddenly not have the word that I need so I am perhaps sort of withdrawing a little bit”

So we have part of a workforce that is less productive and effective, yet we all tiptoe around the topic. Why aren’t there more resources going toward this issue from a productivity standpoint alone?

Two words: Sexism and Ageism

We have to remember that most organizational systems were built by and for men. They were rarely built with women in mind, let alone women with menopausal symptoms. So there is an inherent sexism and bias built into organizations that disadvantage part of the workforce throughout all phases of their careers.

If the tech world feels that 30 is old, no wonder no one wants to mention menopausal symptoms. In this case, using a hot flash as a reason for forgetting something is tantamount to workplace suicide.

It’s a No-Win Situation

And if you were brave enough to mention the hot flash, you might face the gender stereotypes of women weeping in the halls and being unreliable. So it’s a no-win situation.

And even if you have a leader who is educated about menopause, she or he may end up fighting misinformation and lack of support to find a solution. So what’s a leader supposed to do?

Here are some ideas for creating a menopause friendly workplace, which will benefit both those experiencing menopause (i.e. 20% of the workforce) and the organizations that employ them.

7 Tips For Leaders to Create a Menopause-Friendly Workplace

1. EDUCATE MANAGEMENT This is a no-brainer that often goes overlooked. While managers are trained in subjects like conflict management and finances, they’re not usually trained in dealing with menopause. They should know the symptoms and challenges women face during menopause so they can approach the situation knowledgeably and with compassion.
   For example, managers who have been educated about menopause might let an employee take control of the thermostat instead of thinking their employee is nit-picky when mentioning the temperature all the time. They may proactively ventilate the office and make sure cold water is available. Also, they’d then be able to recognize behavior related to menopause symptoms that might otherwise hint at lack of engagement.
2. APPOINT AN IN-OFFICE ADVOCATE (OR A FEW) Appoint a person (or a few) to act as advocates for women in the workplace going through menopause. This person would know about all of the special absence allowances, related wellness programs, and flex policies. They would also speak to leadership or management on behalf of women if needed/requested. This advocate could come from any department at any level, only dependent on their specific personality fit and interest in the role.
3. IMPLEMENT MENOPAUSAL SUPPORT AND INFORMATION INTO A WELLNESS HOTLINE Some organizations have wellness support programs for their employees, which include a contact number for a resource of coaches, dieticians, and other advisors. Employees can call this number for support in health-related manners such as losing weight, quitting smoking, or getting more physically fit. By adding menopausal support to your wellness support program, women can then get support and information by phone when experiencing menopausal symptoms to better learn how to manage symptoms from a health perspective, and cope with work while not feeling 100%. Information on all flexible work and sick day policies would also be available with this service.
4. EXPAND BENEFIT PROGRAMS TO INCLUDE ALTERNATIVE THERAPIES Many women are looking to alternative therapies for managing menopausal symptoms such as acupuncture, Chinese medicine, bio-identical hormone replacement, and various other practices used by integrative health practitioners. Though women often see significant improvements, paying out of pocket for integrative health treatments can be cost prohibitive. Including these options as part of a benefits package would enable women to seek treatments that they are comfortable with and that help them feel better.
5. INCLUDE MENOPAUSE ACTIVITIES OR SPEAKERS IN WELLNESS WEEKS When an organization hosts a “wellness week”, it brings in yoga instructors, massage therapists, nutritionists, chefs specializing in healthy meals, and more. Why not add a component to the wellness week that deals with menopause? Some possibilities are a yoga instructor who can offer poses and breathing exercises particularly for women in this group, a dietician to recommend the best diet to help with symptoms, or a funny speaker to “break the ice” on the topic while educating the team.
6. ADD FLEXIBILITY TO SICK DAY POLICIE Add sick day policies that cater to menopause-related sickness or absence. Women should experience no disadvantage if they need time off during this time.
7. ALLOW FLEXIBLE SCHEDULES WHEN NEEDED - If a woman is experiencing menopausal symptoms and is finding it difficult to sleep, it can be challenging for her to get to work on time. Therefore, it is essential to provide some flexibility in the work schedule to accommodate women who are struggling with such symptoms. In addition, if a woman feels unwell at work and needs to go home for a while and return later, a flexible work schedule can enable her to complete her tasks when she's feeling better. Allowing women to work from home when necessary can also be helpful, as it enables them to manage their symptoms from the comfort of their homes.

I have just finished writing an article about menopause. However, I'm now worried about facing discrimination as a result of discussing this topic. I hope that won't be the case. What I do hope is that employers will recognize the challenges women face in the workplace when experiencing menopausal symptoms and take steps to address them. Leaders have a real opportunity to make a positive impact on women's health in the U.S. By following these tips, employers can turn this no-win situation into a win-win.

What has been your experience with menopause in the workplace? If you have experienced it, did you feel like you were being perceived as an underperforming employee? If you have managed someone who experienced menopause, what tips can you give us? I would love to hear your thoughts.

Leave a comment below, send us an email, or follow us on LinkedIn.

Building Bridges: How Innovative Team Building Shapes Success in the Modern Workplace

As the modern workplace evolves with rapid technological changes, diverse team dynamics, and the growing trend of remote work, the emphasis on innovative team building has never been more crucial. This requires reevaluating traditional approaches to team building, pushing organizations to seek out strategies that not only foster teamwork but also align with the complex realities of today’s work environment.

This blog explores how strategic, continuous team building efforts have become integral to achieving organizational success in an ever-changing landscape.

How Team Building Shapes Success in the Modern Workplace

The importance of building effective teams is reflected in substantial research and statistical evidence that underscores both the challenges and results of fostering cohesive and productive teams.

• The Shift Towards Remote Work: A significant number of employees believe that team building activities can improve the remote work experience, with preferences ranging from more face-to-face team events to virtual social gatherings. This is critical as over 80% of employers and employees believe that fostering a community at work is essential.

• Virtual Team Building’s Rising Popularity: The advent of COVID-19 has led to a staggering 2500% increase in companies investing in virtual team building. This reflects the adaptability to the pandemic as well as the potential of virtual team building to maintain and even enhance team cohesion in a remote work environment.

• Employee Engagement and Company Culture: A fully engaged workforce can generate twice the revenue, emphasizing the direct impact of team cohesion on organizational performance. Furthermore, nearly 75% of employees view teamwork and collaboration as crucial, yet a gap remains in how communication skills are nurtured and evaluated within companies.

• The Impact on Productivity: Employee isolation, which has become more prevalent due to remote work, can reduce productivity by up to 21%. Conversely, social interactions and informal communication among team members are shown to significantly improve communication patterns and overall team performance.

• Long-term Benefits of Team Building: Building strong, personal connections within the workplace can lead to higher levels of employee engagement, with women who have a best friend at work being twice as likely to be fully engaged. Moreover, camaraderie and a sense of belonging can promote group loyalty and dedication to work, translating into tangible benefits for the organization, such as decreased turnover rates and increased productivity.

Case Study: Microsoft’s “End-Hunger Games” Team Building Event

Microsoft embarked on a unique journey to strengthen team bonds while also making a positive impact on the community. They orchestrated a charitable team building event known as the “End-Hunger Games.” This initiative was designed to encourage employee engagement, foster teamwork, and contribute to a social cause. It involved employees breaking into small groups to tackle various challenges with the goal of collecting non-perishable food items to donate to the local food bank.

Objectives:

• Enhance team cohesion and collaboration.
• Contribute positively to the local community by addressing hunger.
• Demonstrate commitment to corporate social responsibility.

Activities:

• Participants were divided into small groups to engage in activities such as relay races and target practice.
• Points were earned in the form of non-perishable food items.
• The teams participated in a creative contest where they used their collected items to construct the most impressive structure possible.

Results:

• Employee Engagement: The engaging and philanthropic nature of the event significantly boosted morale and team spirit among participants.
• Enhanced Collaboration: The team-based challenges fostered a sense of unity and cooperation, encouraging employees to work together towards a common goal.
• Recognition of Efforts: The event received positive feedback from participants, highlighting the enjoyment and satisfaction derived from contributing to a worthy cause.
• Community Impact: The event culminated in the donation of a truckload of food to the local food bank, directly benefiting the community and those in need.

The “End-Hunger Games” at Microsoft brilliantly showcases the multifaceted benefits of integrating team building with social responsibility. It demonstrates that team building combined with a broader purpose can significantly enhance team cohesion and employee engagement while simultaneously making a meaningful impact on the community.

Best Ways to Do Team Building: Insights and Examples

As we discuss the critical role team building plays in modern workplaces, it’s important to delve into the best ways to achieve effective team building. Drawing from the latest research along with successful examples, we can identify strategies that enhance team cohesion, employee engagement, and overall organizational success.

1. Integrating Purpose with Fun: Successful team building seamlessly blends purposeful objectives with engaging activities. This approach ensures participation is not only enjoyable but meaningful, fostering a stronger connection to the team’s goals and the organization’s mission.

• Charitable Initiatives: Taking inspiration from Microsoft’s “End-Hunger Games”, incorporating community service into team building can strengthen team bonds while making a positive societal impact.
• Skill-Based Volunteering: Encourages team members to use their professional skills to benefit non-profits or community projects, enhancing team spirit and providing personal fulfillment.

2. Promoting Continuous Learning: A focus on continuous learning within team-building efforts supports skill development and adapts to changing workplace dynamics, fostering a culture of growth and innovation.

• Cross-Functional Workshops: Facilitate knowledge sharing across departments to enhance understanding and collaboration.
• Leadership Development Programs: Invest in future leaders through targeted training that also benefits the team and organization.

3. Creating Psychological Safety: Google’s Project Aristotle highlighted psychological safety as foundational to team effectiveness. Establishing an environment where team members feel safe to express ideas and concerns is crucial.

• Open Forums and Team Retreats: Regularly scheduling meetings or offsite retreats dedicated to open communication can significantly improve trust and cooperation within teams.

4. Leveraging Technology for Remote Teams: In response to the rise of remote work, virtual team-building activities have become essential in maintaining team cohesion and engagement.

• Virtual Escape Rooms and Online Social Hours: Activities like these keep remote teams connected and engaged, replicating the camaraderie of in-person interactions.

5. Customizing to Team Needs: Understanding and addressing the unique needs of your team ensures that team-building activities are relevant and impactful.

• Personality Workshops and Project Post-Mortems: Tailored activities can improve interpersonal relations and collective learning from past projects.

By implementing these strategies, organizations can create a more cohesive, engaged, and effective team. This holistic approach to team building, focusing on purpose, learning, safety, technology, and customization, aligns with modern workplace dynamics and the evolving nature of work. Through thoughtful and innovative team-building efforts, companies can unlock the full potential of their teams, fostering environments where innovation and success thrive.

Through the exploration of innovative team-building practices, including Microsoft’s impactful “End-Hunger Games,” the transformative power of aligning team-building activities with both organizational objectives and social responsibility is quite apparent. The key takeaway is that effective team building in the modern workplace extends beyond traditional activities to encompass continuous learning, psychological safety, and a deep sense of purpose. By adopting these strategies, organizations can cultivate an environment where teams are not only more cohesive and productive but also more connected to the wider community and corporate missions.

What innovative team-building activities has your organization implemented, and what impact have they had on team cohesion and productivity? In what ways has continuous learning contributed to your team’s development, and how do you incorporate it into team-building activities?

Leave a comment below, send us an email, or follow us on LinkedIn.