Menopause in the Workplace: Why Support Matters Amidst the DEI Debate
The recent discussions around Donald Trump’s removal of Diversity, Equity, and Inclusion (DEI) programs have ignited widespread debate about the role of inclusivity in modern workplaces. While much of the conversation has focused on race, gender, and LGBTQ+ issues, we must ensure the needs of menopausal women aren’t lost in the DEI debate. Australia should make menopause our next workplace inclusion battleground.
Menopause is a natural stage of life that affects millions of working women globally, yet it remains under-represented in workplace policies and conversations. For many women, symptoms like hot flushes, fatigue, and cognitive changes can significantly impact their performance and confidence, often at a time when they are realising their full earnings potential. In workplaces where conversations about menopause are not yet normalised, this can lead to absenteeism, decreased productivity, or even decisions to leave the workforce entirely.
The Intersection of DEI and Menopause
DEI programs are designed to create workplaces where everyone can thrive, regardless of their identity or circumstances. Removing these initiatives risks dismantling the progress made in addressing the needs of diverse groups, including menopausal women.
Menopause intersects with gender equity, ageism, and health, areas that DEI programs actively work to address. Developing a menopause policy, providing accommodations such as flexible working, and training to encourage supportive conversations ensures workplaces are Menopause Friendly. But menopause as a workplace issue goes beyond DEI. Employers who value productivity, prioritise the health and wellbeing of their people. Now more than ever, employers must consider the unique challenges women face during menopause.
3 Reasons Why Menopause Support Goes Beyond DEI.
Attraction and Retention of Talent
Women over 45 represent one of the fastest-growing segments of the workforce. Ignoring their needs risks losing experienced, skilled employees, particularly at the leadership level, where representation is limited. Menopause Friendly Australia partnered with Dove to survey over 1,000 working Australian women on the impact of menopause symptoms at work, more than half had considered quitting or taking time off due to symptoms. Employers who ignore the needs of menopausal women risk losing them to workplaces who embrace the conversation.
Employee Engagement
Conversations about menopause are often shrouded in silence, reinforcing shame and exclusion. By encouraging open conversations and offering support, companies can normalise this phase of life, creating a more inclusive workplace culture and strengthening employee engagement.
Economic stability
Supporting menopausal women is not just about DEI; it’s a sound economic strategy to retain skilled professionals and reduce the costs associated with turnover and retraining. A recent report of research by Bankwest Curtin Economics Centre revealed ignoring the needs of menopausal women could be costing the Australian economy $26 billion per annum.
A Call for Australian Workplaces to Lead the Way
DEI programs have been instrumental in driving gender equity in Australian workplaces. Removing or sidelining DEI programs risks undoing progress made on critical issues, including gender inequity, ageism, and health-related challenges like menopause.
In Australia, The Workplace Gender Equality Agency (WGEA) reporting has been instrumental in highlighting disparities in pay and promotion opportunities for women. WGEA’s mandatory reporting highlights how government policy can drive positive change. But true equity goes beyond pay and entitlements. It includes creating workplaces that support people through all stages of life. Addressing menopause ensures women can continue to thrive professionally without being penalised for natural biological changes.
Donald Trump’s assault on DEI presents an opportunity for Australia to be a global leader in workplace inclusion. And why not start with menopause? It’s not just a matter of gender equality, it’s a matter of productivity and economic sense.
It’s easy to get started, join Menopause Friendly Australia’s membership and lean on our tried, trusted and tested methodology. Menopause Friendly, trusted by leading employers.
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