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Leading organisations support women at work through every stage of life but discussing menopause at work is still taboo. Menopause is one of the greatest workplace issues that many people at work have never heard of or discussed.
Menopause can be incredibly disruptive for employees and there is growing evidence that menopause and perimenopause symptoms are altering how women perceive their ability to work.
With support and solutions women can manage their menopause positively at work which provides real advantages to organisations and their employees.
in 5 women say menopause has negatively impacted them at work
of women in menopause at work feel less confident
of working women want active menopause support in the workplace
women currently in menopause hide their symptoms or avoid speaking about them at work
We will support you in building a menopause friendly organisations and will formally certify your organisation.
Our expertise in menopause means we are well equipped to support your organisation to introduce menopause into the workplace relevantly and positively. We have also led organisations ourself and have a lifetime commitment to supporting women at work.
Training and expert guidance will help you introduce the right support and we will explore all aspects of menopause from the latest clinical thinking to its impact on women careers in the workplace.
We will reach every one of your colleagues with company customised messages and motivating insights and will help you build your reputation as an employer of choice for women.
It is time for South African employers to start considering the cost of menopause
and the impact it has on their employees.
Menopause related productivity loss is widely considered to cost business billions a year. Without support, menopausal employees can become less productive, unsatisfied, and driven to leave their jobs.
Fatigue, brain fog, and memory stress, paired with the everyday stressors from work, can make employees less productive and focused and global research has shown presenteeism costs employers 10 times more than absenteeism
Menopause can be stressful, and because of virtually non-existent support, we know from global studies that people leave their jobs and retire early because of symptoms that significantly interfere with their quality of life.
Resignations are an avoidable loss of valuable and experienced talent.
By understanding the impact of menopause and offering flexibility and resources for symptom management, employers can create a supportive environment where employees can take care of themselves and positively transition menopause while working, leading and contributing to company success.
Nearly 20% of women going through menopause consider leaving because their symptoms interfere with functioning optimally at work and their quality of life.
It can cost up to twice the employee’s annual salary to replace them –
and even more for senior leaders. Menopause support makes a real difference when it comes to reducing costs.
25% of women going through menopause consult healthcare providers to help manage their symptoms but many won’t seek support at all and increase their risk of developing more severe and costly conditions due to unmanaged menopause.
Companies can ensure that their employees have access to the menopause support they need at work and direct them to expert menopause care and coaching for their journey.
Physical symptoms of menopause can create severe discomfort, mood swings and an inability to concentrate resulting in women being absent
from work.
The failure to convey the true reason for being absent from work is due to the social stigma surrounding menopause and makes it even more difficult for women affected.
A 2019 Accenture study showed achieving gender equality could unlock R319bn in South Africa’s GDP.
The lack of workplace support for women during menopause leads to many stepping back from leadership opportunities or out of the workplace due to the added physical, mental and emotional stresses of menopause. Just addressing stereotyping, stigma’s and the psychological and physical barriers to growth for women at work will deliver real value and actively address gender equality.