Estimated reading time: 7 minutes
A few months ago, the Society for Human Resource Management (SHRM) released their annual worker advantages survey. I actually like reading this survey to see if there are any trends that employers should concentrate on. One trend I noticed on this 12 months’s survey was a rise in conversation related to menopause.
In line with SHRM, 17% of employers provided menopause related support resembling counseling and education. With women aged 45-54 comprising 9.3% of the U.S. labor force, this is unquestionably a relevant topic. In reality, there’s a bill in Congress now titled “Advancing Menopause Care and Mid-Life Women’s Health Act”. Something to look at within the months to return.
The rationale I desired to speak about menopause today is because we want to. Menopause has been certainly one of those subjects that for a very long time we weren’t imagined to discuss. I’m glad to see that’s changing because menopause impacts everyone – not only the individuals who experience it. And that features employers.
To assist us understand more, I had the chance to talk with Shelly MacConnell, chief strategy officer for WIN, the nation’s leading family-building and family wellbeing company. WIN supports families through every stage of life – from pre-conception and fertility to parenting, healthy aging, and beyond.
Please note, the knowledge in today’s article is for informational and academic purposes. It is just not an alternative to skilled medical advice. If you’ve got any specific questions, you need to seek the advice of with a healthcare skilled.
Shelly, thanks a lot for being here. Let’s start with a few definitions. What’s menopause? And what’s perimenopause?
[MacConnell] Menopause refers back to the cut-off date when women stop to have their periods. That is the results of hormonal changes, primarily a decrease in estrogen. Perimenopause (sometimes often called menopausal transition) can happen within the years leading as much as that time, when a lady could have changes of their monthly cycles and plenty of other symptoms – lots of which she may not even know are related to perimenopause. Once periods have ceased for 12 months, the postmenopausal phase begins.
Menopause typically occurs between the ages 45 and 55 for girls but may also be triggered by a hysterectomy or surgical removal of the ovaries. Symptoms can last 7-14 years depending on lifestyle, health, etc. For simplicity purposes, perimenopause, menopause and postmenopause are all often referred to generally as menopause.
The hormonal shifts of menopause do not only impact fertility, they’ll impact nearly every system of the body. Along with the more well-known vasomotor symptoms resembling hot flashes, brain fog, and sleep disruptions, symptoms may also be way more serious and include increased cardiovascular risk through the rise in blood pressure and cholesterol in addition to heart palpitations, a decreased sensitivity to insulin which might increase insulin resistance, prediabetes and diabetes, increase in and re-distribution of weight, musculoskeletal and joint pain, changes in vaginal health and sexuality, psychological changes that result in increased rates of depression and anxiety, digestive issues resembling reflux, urinary complications, and even things like vertigo and tinnitus. The list goes on.
Why would perimenopause and menopause be vital to a corporation?
[MacConnell] Considering all of the physical impacts, menopause is just not only a healthcare concern; it’s a business concern that each one organizations should consider. A study from the Mayo Clinic estimates that the US economy loses over $26 billion annually as a consequence of menopause, including $1.8 billion in lost workdays and $24.8 billion in medical expenses. In reality, an astonishing 99% of girls feel that menopause symptoms have negatively impacted their profession. These figures show just how vital it’s for organizations and employers to handle this stage in life particularly as women in menopause and transitioning to menopause could also be at the peak of their skilled accomplishments and contributions.
Along with the potential impact on organizational performance, there may be a healthcare cost consideration as well. Many ladies (and their OB-GYNs) are unaware that these symptoms are related to menopause and should be seeing several doctors to handle each issue – perhaps with limited success – when all could also be related to a single underlying cause. It’s also vital to notice that men also experience hormonal shifts as they age or andropause–at the same time as menopause care within the workplace becomes more prevalent, men are sometimes not addressed by advantages and programs. Andropause also impacts men adversely within the workplace with 51% reporting a deterioration in work performance as a consequence of symptoms.
What’s the impact of untreated perimenopause symptoms for working women?
[MacConnell] Designing programs and advantages that address this sector of employees is critical. Lower than 40% of girls feel that they receive support for menopause and only 26% of them said they received support from formal work policies or programs.
Unaddressed menopause symptoms and symptom-related challenges often force women out of the workplace with 13% saying they’d to go away their jobs and one other 15% saying they’ve considered leaving their jobs–out of those women, 44% were senior leaders and executives. Even those who don’t leave the workplace feel there may be disruption to their profession with 41% reporting some level of negative impact on their profession progression.
I’ve heard that some organizations are offering menopause-related advantages. Are you able to give us some examples of what a profit might seem like?
[MacConnell] While menopause advantages have gotten more prevalent within the workplace, only about 15% of corporations currently offer them despite 64% of girls saying they need menopause-specific advantages. More concerning, just one in five OB/GYNs receive menopause training resulting in 73% of girls not receiving the vital treatment for menopause symptoms.
Because of this, last 12 months WIN rolled out our Powerpause program, a comprehensive and inclusive solution offering end-to-end perimenopause, menopause, and andropause (low-T) services that support each physical and mental wellbeing. This includes 24/7 on-call clinical guidance through nurse care advocates, evidence-based protocols, a vetted virtual network of expert-trained providers, digital experience to support care and comprehensive educational resources.
As organizations are fascinated with advantages, in addition they have to think about the law. Are there any existing laws that organizations have to be mindful once they are implementing a menopause-related profit?
[MacConnell] Just like in vitro fertilization (IVF) coverage, mandated menopause coverage varies state by state. Louisiana began requiring Medicaid and personal medical health insurance plans to cover menopause and perimenopause treatment earlier this 12 months and an analogous bill is within the works in California. As menopause and andropause care and coverage becomes more available, it will be important for corporations considering advantages to work with an organization that will help them navigate state-by-state laws.
Last query. As a human resources skilled, we are saying to corporations that need to offer a brand new profit, “Confer with your employees!” and “Discover what employees want!”. For organizations considering menopause-related advantages, how can they initiate a conversation with their employees without coming across as prying into someone’s personal lives?
[MacConnell] Menopause is simply recently becoming a conversation discussed within the workplace and there remains to be more work to do to destigmatize and normalize the subject further. A study showed that 58% of girls feel uncomfortable talking about their symptoms at work, nevertheless those with female managers and those who have already got menopause advantages in place feel more open about discussing.
The report also shows that employees typically feel more comfortable talking to colleagues over HR about menopause. Establishing anonymous surveys or employee-led resource groups could also be a very good access point to learning more about worker sentiments towards menopause and menopause advantages in a secure space. Moreover, normalizing conversations around menopause begins with an organization’s leaders and we encourage them to set the course for others to follow. Lastly, corporations must also offer educational resources to their employees on the subject, the way to broach it at work, and more.
I need to increase an enormous due to Shelly for sharing this information with us. When you would really like to learn more, take a look at the WIN website. Shelly also jogged my memory that October is Menopause Awareness Month, so it could be a timely tie-in to start out the conversation in your organization.
Organizations want employees to do their best work. Which means organizations want employees to be healthy. We will’t speak about worker health and wellbeing without talking about menopause and andropause.
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