As we celebrate International Women’s Day, it’s crucial to recognise that gender equality isn’t just about hiring more women or closing the pay gap—it’s about addressing the hidden barriers that make it harder for women to stay and progress in the workplace. One of the most overlooked of these barriers? Menopause.
This blog is based on work that Dr Tatiana Rowson of Henley Business School and I have done for the OECD and to produce a video for Powered by Diversity.
Menopause and Work: A Growing Challenge
Women are working longer than ever before. In OECD countries, labour force participation among women aged 45-54 rose from 51.1% in 1970 to 72.8% in 2020, and for those aged 55-64, from 37.7% to 55.2% in the same period. This means menopause is no longer just a personal health issue—it’s a workplace issue.
Yet, the British Menopause Society say 45% of women say menopause symptoms have
negatively impacted their work. Some reduce their hours, others change career ambitions, and too many leave the workforce altogether. Worse still, 47% of women who needed time off due to menopause symptoms didn’t feel able to tell their employer the reason.
The problem isn’t just the symptoms—it’s the workplace culture. Menopause is still taboo, and many women fear being judged as less capable if they speak up. This silence pushes experienced, talented women out of the workforce at a time when they should be thriving in leadership roles.
Beyond Biology: The Hidden Bias of Gendered Ageism
The issue goes deeper than managing symptoms. Menopause is often seen as a marker of ageing, reinforcing biases against older women in the workplace.
Many workplaces still operate on the outdated "ideal worker" model—someone who is available, energetic, and unaffected by personal or health issues. This model was built around men, and menopausal women don’t fit the stereotype. As a result, they often feel marginalised, alienated, and overlooked for promotions.
This is gendered ageism in action—where the combination of sexism and ageism makes it harder for older women to be taken seriously. If organisations fail to challenge these biases, they risk losing their most experienced female talent.
What Can Workplaces Do?
1. Employers: Change the Culture
Recognise when subtle gender inequalities push older women out of the workforce.
Assess leadership pipelines—if few women over 50 are progressing, ask why.
Ensure that menopause-friendly policies exist and are actually being used.
2. Line Managers: Create a Safe Space
Foster open conversations about menopause to break the stigma.
Support flexible working arrangements that accommodate different needs.
Get trained on menopause and gendered ageism to better support teams.
3. Women: Speak Up and Shape the Change
Talk to managers, educate colleagues, and advocate for workplace support.
Join networks or co-design solutions with employers to ensure real impact.
Challenge outdated perceptions that tie menopause to decline rather than experience.
Menopause is a Workplace Issue—For Everyone
Supporting menopausal women isn’t just about them—it’s about creating a workplace culture that values people at every stage of life. By fighting gendered ageism, we move away from the myth of the "ideal worker" and embrace real workers—those who bring their full selves to work and drive success for organisations.
This International Women’s Day, let’s make sure menopause is part of the conversation. Because when we support women through menopause, we support stronger, more inclusive workplaces for all.
📺 Watch my conversation with Dr Tatiana Rowson of Henley Business School to learn more:
留言