Putting Menopause on the Workplace Inclusion Agenda
- Mike Mansfield
- Mar 4
- 3 min read
Updated: Apr 18
It is essential to recognise that gender equality isn't just about hiring more women or closing the pay gap. Instead, it involves addressing the hidden barriers that make it challenging 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, labor force participation among women aged 45–54 rose from 51.1% in 1970 to 72.8% in 2020. For those aged 55–64, participation rose from 37.7% to 55.2% within the same period. This trend indicates that menopause is no longer just a personal health issue—it’s a workplace issue.
According to the British Menopause Society, 45% of women report that menopause symptoms have negatively impacted their work. Many reduce their hours, alter their career ambitions, and too many leave the workforce altogether. Alarmingly, 47% of women who needed time off due to menopause symptoms felt unable to disclose their reason to their employers.
The problem extends beyond the symptoms; it’s about workplace culture. Menopause remains a taboo, and many women fear being perceived as less capable if they speak up. This silence drives experienced, talented women out of the workforce at a critical time when they should be thriving in leadership roles.
Beyond Biology: The Hidden Bias of Gendered Ageism
The issue of menopause in the workplace runs deeper than managing physical symptoms. Menopause is often seen as a marker of aging, reinforcing biases against older women.
Many workplaces still rely on the outdated "ideal worker" model—someone who is available, energetic, and unaffected by personal or health issues.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 that stereotype. Consequently, they often feel marginalized, alienated, and overlooked for promotions.
This situation exemplifies gendered ageism in action—where sexism and ageism combine to make it challenging for older women to be taken seriously. If organizations fail to challenge these biases, they risk losing their most experienced female talent.
How Employers Can Champion Menopause and Workplace Inclusion
1. Employers: Change the Culture
Recognize when subtle gender inequalities push older women out of the workforce.
Assess leadership pipelines—if few women over 50 are progressing, ask why.
Implement menopause-friendly policies that are not just existence but are actively utilized.
2. Line Managers: Create a Safe Space
Foster open discussions about menopause to help break the stigma.
Support flexible working arrangements that accommodate various needs.
Get trained on menopause and gendered ageism to better assist your teams.
3. Women: Speak Up and Shape the Change
Communicate with managers, educate colleagues, and advocate for workplace support.
Join networks or co-design solutions with employers for real impact.
Challenge outdated views that link menopause to decline rather than experience.
Menopause in Context: A Wide-Ranging Issue
Supporting menopausal women isn't solely their responsibility—it's indicative of creating a workplace culture that values everyone at every stage of life. By fighting against gendered ageism, we eschew the myth of the "ideal worker" and embrace real workers—those who bring their full selves to work and drive success for organizations.
Let's make menopause an integral part of the conversation. Because when we support women through menopause, we pave the way for stronger and more inclusive workplaces for all.
📺 Watch my conversation with Dr. Tatiana Rowson of Henley Business School to learn more:
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