The shifting landscape of Diversity, Equity, and Inclusion (DEI) in the U.S. has sparked intense debate, particularly as political movements challenge the need for structured DEI programs in workplaces. But in this ongoing discussion, one critical issue risks being overlooked: menopause support.
While menopause has often been folded into DEI conversations, reducing it to a DEI initiative alone is a mistake. Supporting employees through menopause is more than just an inclusivity issue—it’s a business imperative. It’s about productivity, retention, economic stability, and legal compliance. If organizations are reevaluating their DEI strategies, they must recognize that menopause support stands on its own as a necessary and strategic workplace initiative.
Why Menopause Support Is More Than a DEI Initiative
Many workplaces are scaling back on DEI efforts, but the need to support employees through menopause isn’t going away. Ignoring menopause in workplace policies isn’t just an inclusivity failure—it’s a direct risk to business success. Here’s why:
1. Retaining and Attracting Top Talent
Women over 50 represent one of the fastest-growing segments of the workforce, yet they also report feeling undervalued, unsupported, and, in many cases, forced out due to unmanaged menopause symptoms. A recent study with our partner, Menopause Friendly Australia and Dove found that over half of working women had considered quitting or taking time off due to menopause symptoms. U.S. companies are facing the same challenge—losing experienced, skilled employees at a time when leadership pipelines already lack female representation.
Companies that prioritize menopause-friendly policies retain their most experienced talent and attract top professionals looking for workplaces that acknowledge and support their needs. In an era where businesses are competing for skilled labor, menopause support is a differentiator.
2. Productivity and Employee Engagement
Menopause symptoms such as fatigue, brain fog, anxiety, and sleep disruption have a direct impact on workplace performance. Yet, many workplaces remain silent on the issue, leaving employees to struggle in isolation. This silence reinforces stigma, decreases engagement, and leads to decreased presenteeism—when employees are physically at work but unable to perform at their best.
By normalizing conversations around menopause and offering meaningful support—such as flexible work options, education and resources, or access to menopause-informed healthcare—employers can create a more engaged, productive workforce.
3. Financial and Economic Impact
Ignoring menopause support doesn’t just impact individuals; it’s costly for businesses. High turnover, lost productivity, and increased healthcare costs add up quickly. Research from the Mayo Clinic estimated that menopause-related symptoms cost U.S. businesses approximately $1.8 billion annually in lost work time. When including medical expenses, the total economic burden rises to $26.6 billion per year.
In the U.S., where healthcare and employee benefit costs are already a concern for businesses, neglecting menopause could mean higher absenteeism, increased medical claims, and greater long-term disability claims. Menopause support isn’t just a DEI initiative—it’s a financial strategy to improve business outcomes.
The Legal Case for Menopause Support
Beyond retention and financial considerations, menopause support is increasingly becoming a legal issue. While the U.S. does not yet have federal legislation specifically addressing menopause in the workplace, discrimination and workplace accommodation laws are evolving. In fact, menopause is covered under the Pregnant Workers Fairness Act that went into effect June 2023, signaling a shift towards greater legal recognition. Forward-thinking employers should prepare now rather than wait for reactive legal mandates.
To dive deeper into the legal implications of menopause in the workplace, listen to our recent podcast, Episode 035: Legal Advances Reshaping Women's Workplace Rights, featuring Jack Turner, a women’s rights attorney. In this episode, we unpack the legal case for menopause support in the workplace and discuss what businesses should do to stay ahead of regulatory changes. You can find the episode on Buzzsprout, Spotify, and Apple Podcasts.
Moving Forward: Menopause Support as a Business Imperative
For organizations rethinking their approach to DEI, menopause support offers a unique opportunity. It’s not about checking a DEI box—it’s about ensuring employees can work at their full potential, businesses can retain skilled talent, and companies can protect themselves from unnecessary financial and legal risks.
Whether through formal policies, employee training, or benefits adjustments, organizations must continue integrating menopause support into their workplace strategies. Those that do will gain a competitive edge—not just in DEI, but in productivity, profitability, and long-term sustainability.
Menopause support isn’t a political issue. It’s a people issue. And it’s time for businesses to treat it as such.