Okay, maybe I’m the last to know this. Granted, I’m not the target audience for a new benefit that is trending in HR, but I’m still surprised to discover this. Across the USA and the UK, companies such as Adobe, Nvidia, Bank of America, and Bristol Myers Squibb are offering menopause-specific benefits. What brought this on? Follow the money. According to a study by the Mayo Clinic, menopause costs an estimated $1.8 billion in lost work time a year and $26.6 billion in medical expenses. Therefore, some companies are focusing on educating women and their colleagues about menopause and encouraging people experiencing symptoms to seek treatment. Is it all an altruistic effort? I doubt it. Menopause-related benefits could be one way to retain female workers who are in senior-level positions.
How do women feel about this type of benefit? Survey says, they are all for it. A Bank of America report found that 64% of women want menopause-specific benefits, yet only 14% believe their employer recognizes the need for them. The conventional wisdom says menopause negatively impacts the workplace, and offering menopause support stands to reduce absenteeism, attract and retain senior female talent, and reduce healthcare costs.
So, forgive my ignorance, I wondered what exactly would menopause-specific benefits would entail. I looked it up and found the following:
- Access to menopause health professionals: Many companies provide access to healthcare professionals who specialize in menopause. This can include gynecologists, endocrinologists, or other specialists who can provide guidance and treatment options for managing menopause symptoms.
- Education and awareness programs: Companies are focusing on educating women and their colleagues about menopause. This can include workshops, seminars, or online resources that provide information about the physical and emotional changes that occur during menopause, as well as strategies for managing symptoms.
- Flexible work arrangements: Some companies offer flexible work arrangements to accommodate the needs of women experiencing menopause symptoms. This can include options for flexible hours, remote work, or the ability to take breaks when needed.
- Time off or leave policies: Companies may provide additional time off or leave policies specifically for women going through menopause. This can allow women to take time to rest and manage their symptoms without using their regular vacation or sick leave.
- Support groups or employee resource groups: Companies may establish support groups or employee resource groups specifically for women going through menopause. These groups can provide a supportive community where women can share their experiences, seek advice, and receive emotional support.
If you are reading this and thinking, “hey, we could use benefits like that in my office” then, here are some suggestions to help make that happen.
- Educate your colleagues: Women can start by educating themselves and their colleagues about menopause and the impact it can have on women in the workplace. This can include sharing articles, resources, and personal experiences to raise awareness and reduce stigma.
- Talk to HR: Women can speak to their HR department to find out if their company offers menopause-specific benefits. If not, they can request that these benefits be added to the company’s benefits package.
- Join or start an employee resource group: Women can join or start an employee resource group specifically for women going through menopause. These groups can provide a supportive community where women can share their experiences, seek advice, and advocate for change.
Perhaps the best advice I can give on this topic is to ask somebody else, likely a mature female, who is more sensitive to this issue and knows more than I ever will. That being said, it appears to me that menopause-specific benefits is a cause that should have been championed into the mainstream a long time ago. I’m glad its finally broken through for those who need it.
