Men and women say menopause should be acknowledged at work
- Key insight: Discover how workplace expectations around perimenopause and menopausal symptoms are changing among the workforce.
- Expert quote: “This is definitely important in a way that maybe it wasn’t before.” – Lisa Talamini, Senior Director of Clinical Solutions at Wondr Health
- Support data: 26.6 billion dollars is lost every year when considering medical expenses and another workplace variable.
Source: AI generated bullets with editorial review.
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A majority of Americans (68%) believe menopause should be
In a survey of more than 2,000 adults, nearly equal numbers of employed men and women (67% and 70%, respectively) said women should not expect to simply “get over” perimenopause and menopause symptoms. These views
For companies looking to complete or improve their menopause benefits strategy, a whole-person approach will have the most impact, said Lisa Talamini, director of clinical solutions at wellness platform Wondr Health. They can also seek help from the growing number of resources that help them understand the effects of menopause, and the many employer solutions available, all of which can help benefit leaders go well-informed in the planning process.
“We’ve grown so much in our knowledge of menopause … and how it affects so many different aspects of health … I would say that’s definitely important in a way that maybe it wasn’t before.” said Talamini.
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A whole health problem
To appreciate the health challenges of menopause, people need to understand the connection between many physical and emotional factors, Talamini said. A drop in estrogen can cause a chain reaction in areas like sleep, weight management and heart health, so a truly beneficial menopause benefits program should cover those areas as well, she explained.
“The opportunity is to take each of these pieces — you look at nutrition, physical activity, sleep, stress — and by doing that, you can create a whole approach that can address all of these things at the same time,” Talamini said. “In addressing these issues, you not only address employee health and well-being and quality of life, but you also address productivity and health care costs. You benefit all of these benefits, the individual and the organization as a whole.”
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To optimize menopause support, Dr. Tim Church, chief medical officer of Wondr Health, recommends that leaders incorporate it into broader wellness strategies, rather than treating it as a standalone benefit. Leaders should also strive to normalize conversations about this issue “through education, leadership visibility and ongoing communication,” Church said. “When integrated in this way, it becomes a clear signal that employee health is truly valued and supported at all stages of life.”
Talamini said she is encouraged by the survey results, which show that the feeling in the workplace has shifted from menopause being “an issue for women to manage privately” to “a natural transition that deserves the same support as any other transition in life”. Addressing this positive change with recognition and benefits is a crucial next step.
“The power of healthy lifestyle changes to manage symptoms, reduce risk and ultimately reduce health care costs is truly amazing,” he said. “Having a comprehensive program that offers that district, to meet everyone’s needs and optimize the benefits, is very important.”
More experts share information about menopause support:
