I started fast-tracking my menopause knowledge on World Menopause Day (18 October), and one particular area caught my attention: the intersection of menopause and brain health. Dr. Lisa Mosconi’s groundbreaking research on how menopause affects cognitive function fascinated me, especially given my interest in neuroscience. It became clear to me that menopause is not just a personal health journey but a significant workplace and economic issue.
With research showing that nearly 1 in 4 women consider leaving work due to severe menopause symptoms, the economic implications are obvious: businesses cannot afford to ignore this stage of life if they want to retain a diverse and experienced workforce (Griffiths et al., 2010).
Let’s dive into the economic case for integrating menopause into Belonging, Diversity, Equity, and Inclusion (BDEI) strategies and why organizations should take this transition seriously to avoid talent loss and productivity dips.
The economics of menopause: what's at stake?
Dr. Lisa Mosconi’s groundbreaking research on menopause and brain health shows how neurological changes during menopause can affect cognitive functions such as memory, concentration, and mood regulation (Mosconi, 2020). These effects can lead to a decline in productivity and even force talented individuals to reduce their hours or leave the workforce altogether.
In the UK alone, a study by the Government Equalities Office estimates that menopause-related productivity losses could cost the economy £7.3 billion per year due to absenteeism, presenteeism (being physically present but not fully functioning), and staff turnover (Government Equalities Office, 2017). In the U.S., similar reports indicate that around 20% of the workforce is directly impacted by menopause at any given time, yet only 10% of workplaces offer support (Business in the Community, 2019).
Talent loss and cost of rehiring
When employees leave the workforce due to untreated or unsupported menopause symptoms, companies face the costly process of hiring and training replacements. Studies show that replacing an employee can cost between 50% to 200% of that individual’s annual salary, depending on their role (Allen, 2020). Considering that many employees experiencing menopause are at the peak of their careers, organizations stand to lose significant institutional knowledge and leadership potential if they fail to offer menopause-friendly policies.
Absenteeism and presenteeism
Another major cost of ignoring menopause in the workplace is absenteeism. Many employees suffering from menopause symptoms, such as severe hot flashes, insomnia, or anxiety, are forced to take sick days (Hardy et al., 2018). Even when they are physically present, cognitive challenges can result in presenteeism, where employees are not able to perform at their full capacity. In both cases, companies lose out on productivity.
Untapped market potential
On the flip side, businesses that embrace menopause as part of their BDEI strategy can tap into a largely underutilized market. With over 1 billion women expected to be post-menopausal by 2025, there is a growing demand for products, services, and workplace practices that cater to this demographic (International Menopause Society, 2020). Companies that position themselves as leaders in menopause-friendly policies can also boost their employer brand, making them more attractive to high-caliber talent seeking inclusive workplaces.
The BDEI connection: addressing menopause as a workforce issue
If we position menopause as an economic and workforce issue, integrating it into BDEI strategies becomes a no-brainer. Here’s how menopause ties into the core pillars of BDEI and why organizations must take it seriously to protect their bottom line:
Belonging: Menopause is a stage of life, not a disease. When workplaces normalize discussions around menopause, they help employees feel seen and supported. This sense of belonging leads to greater employee engagement and retention, reducing turnover costs and fostering loyalty.
Diversity: Diverse workplaces are not just about gender, race, or age. A truly diverse workforce acknowledges the full life cycle of its employees, including menopause. Supporting employees through menopause means recognizing the different needs across genders and ages and crafting policies that ensure everyone can thrive, regardless of life stage.
Equity: Gender equity isn’t just about pay gaps—it’s about health equity, too. Failing to support employees through menopause creates inequitable working conditions, where those affected may struggle to perform compared to their peers. Providing resources, flexible work options, and health benefits tailored to menopause creates a level playing field.
Inclusion: Menopause-friendly policies are a powerful tool for inclusion, particularly for those at midlife or beyond. By providing accommodations and education for all employees about menopause, workplaces create an inclusive culture that benefits everyone, from younger employees who will eventually experience these changes to managers who need to understand its impact on their teams.
Visit Norway, the Official Tourism Board of Norway celebrates women over 50 in the promotional video below. This is one of the most rare marketing videos directed at this age group which, according to their research team, has more money and time to spend on holidays.
What can companies do?
To mitigate the economic risks and embrace the opportunities that come with a menopause-inclusive workplace, organizations should consider:
Flexible work options: Offering flexible hours or the option to work from home during tough menopause symptoms can help employees maintain productivity without burning out. Flexibility is an investment in long-term retention.
Training for leadership: Leaders and managers should be educated on menopause’s impact on brain health and work performance. Understanding this allows them to support their teams more effectively and offer the right accommodations.
Health benefits: Expand health insurance to cover menopause-related treatments and therapies. This ensures employees have access to the care they need, reducing absenteeism and improving overall well-being.
Workplace wellness programs: Develop wellness programs specifically targeting menopause, including stress management, sleep support, and mental health resources. A holistic approach to health can enhance employee performance and decrease long-term costs.
In other words
Menopause is a health issue as it is an economic one.
When companies fail to address the needs of employees going through menopause, they risk losing valuable talent, facing high rehiring costs, and suffering from lower productivity. But those that incorporate menopause into their BDEI strategies stand to gain in both employee retention and overall workplace satisfaction.
By recognizing menopause as a workforce issue, businesses can create more inclusive, productive, and economically resilient environments for everyone.#
References
- Allen, D. G. (2020). Employee retention and turnover: Why employees stay or leave. Routledge.
- Business in the Community. (2019). Menopause and the workplace: A guide for employers.
- Government Equalities Office. (2017). Menopause transition: effects on women’s economic participation.
- Griffiths, A., MacLennan, S. J., & Hassard, J. (2010). Menopause and work: An electronic survey of employees’ attitudes in the UK. Maturitas, 76(2), 155-159.
- Hardy, C., Griffiths, A., & Hunter, M. S. (2018). What do working menopausal women want? A qualitative investigation into women’s perspectives on employer and line manager support. Maturitas, 101, 37-41.
- International Menopause Society. (2020). Menopause overview: Facts and statistics.
- Mosconi, L. (2020). The XX Brain: The groundbreaking science empowering women to maximize cognitive health and prevent Alzheimer’s Disease. Atlantic Monthly Press.
