Menopause, a natural phase of aging that affects half the population, is often overlooked in workplace policies and broader social discussions. While diversity, equity, and inclusion (DE&I) initiatives have made progress in addressing race, gender, and disability, menopause remains a silent workplace challenge. Organizations that ignore menopause fail to recognize the intersectional impact on employee well-being, career progression, and workplace inclusivity.

Menopause and Workplace Inequality

Menopause symptoms—such as fatigue, brain fog, anxiety, and sleep disturbances—can significantly impact work performance. Many women and people experiencing menopause feel pressured to either suffer in silence or leave their jobs due to a lack of accommodations. This has direct implications for gender equality, as it disproportionately affects those in mid-to-late career stages, often when they are reaching leadership positions.²

The stigma surrounding menopause exacerbates workplace gender disparities. Studies show that women over 50 are underrepresented in leadership roles, and menopause-related challenges contribute to this imbalance. By failing to provide support, workplaces inadvertently push experienced professionals out of their roles, which leads to a loss of talent and knowledge.¹

Menopause and Intersectionality

Menopause affects people differently based on race, ethnicity, socioeconomic status, and health background. Women of color, for example, tend to experience menopause earlier and with more severe symptoms than their white counterparts. Yet, discussions around menopause in the workplace often fail to address these disparities. Low-income individuals may also struggle with access to healthcare, further exacerbating inequities in managing symptoms.³

LGBTQ+ individuals, particularly trans men and non-binary people who experience menopause face additional barriers. The lack of inclusive healthcare and workplace policies means they may not receive adequate medical support or feel comfortable discussing their needs in professional settings.

The Business Case for Menopause-Inclusive Policies

Ignoring menopause in DEI efforts comes at a cost—not just in terms of employee well-being but also for business productivity and retention. High turnover rates among mid-career professionals lead to increased hiring costs and loss of institutional knowledge. Research shows that menopause-friendly policies improve retention, engagement, and overall job satisfaction.⁴

Solutions for a More Inclusive Workplace

1. Policy Implementation – Organizations should integrate menopause into existing DEI frameworks, offering flexible work arrangements, access to medical support, and education on menopause for all employees.
2. Awareness and Training – Conducting workshops and including menopause in diversity training helps break stigmas and fosters a more supportive work environment.
3. Wellness and Healthcare Support – Providing healthcare plans that cover menopause-related treatments and offering mental health support can help employees manage symptoms effectively.
4. Open Conversations – Encouraging open discussions and employee resource groups (ERGs) focused on menopause can create a culture of inclusivity and support.

Bottom line

Menopause is not just a personal issue—it is a workplace and societal issue that directly ties into DE&I efforts. Recognizing and addressing menopause as part of workplace diversity strategies ensures that employees can thrive at all stages of their careers. Organizations committed to true inclusivity must acknowledge menopause and take proactive steps to support those experiencing it. In doing so, they foster a more equitable, productive, and diverse workforce.

Author: Tsion Basazinew