Morra Aarons-Mele, author and host of The Anxious Achiever podcast, hosted a discussion on practices that help create menopause-friendly workplaces (watch the session recording here). Panelists included:

• Maura Cawley, Senior Partner, Employee Health & Benefits at Mercer

• Sonja Kellen, General Manager, Global Health & Wellbeing at Microsoft

• Dan Simons, Co-Owner of Farmers Restaurant Group

Key Insights

• Significant knowledge gap: Only 20% of OB-GYN residency programs include training on menopause, and just under 60% of practicing OB-GYNs are current on their knowledge of hormone replacement therapy (HRT), highlighting a critical lack of medical expertise in menopause care.

• Reduce the stigma: Normalizing conversations about menopause fosters a supportive workplace culture, reducing stigma and promoting inclusivity.

• Role men can play: Male leaders play an important  role in bringing menopause into leadership discussions, promoting awareness and understanding.

Insight Spotlight

“Menopause is a leadership topic—full stop. Men should be talking about menopause. Leaders, regardless of gender, should be talking about it. ... Normalize it. And little companies can do that. It doesn't cost anything. It takes a bit of courage until you realize it doesn't actually take any courage at all. It's just a leadership topic." –Dan Simons, Co-Owner of Farmers Restaurant Group

"It's our responsibility to make sure we're creating an environment where people can do their best work, and a key component of this is supporting our employees with benefits that matter most to them." –Sonja Kellen, General Manager, Global Health & Wellbeing at Microsoft

"When an employer has a variety of programs, benefits, and policies that meet diverse workforce needs, employees tend to be more loyal to the employer and more engaged at work." –Maura Cawley, Senior Partner, Employee Health & Benefits at Mercer

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Take-Away Tactics

• Include menopause specialists in provider directories: Ensure that healthcare provider listings specifically indicate specialists trained in menopause care, not just general OB-GYNs.

• Offer access to specialized care: Provide access to specialized menopause providers, potentially through telehealth solutions, to fill the gap in traditional medical training.

• Cover treatments and therapies: Ensure coverage for hormone replacement therapy (HRT) and other menopause-related treatments within employee health plans.

• Provide education and mental health support: Provide educational modules and counseling services specifically geared toward people going through menopause.

• Foster cultural support: Educate managers and create anti-stigma campaigns to normalize menopause conversations in the workplace.

• Adjust workplace policies: Implement small changes like easing dress code policies and providing amenities such as portable fans to create a more comfortable work environment.

• Leverage employee resource groups: Utilize these groups to facilitate conversations, offer peer support, and reduce stigma around menopause.‍

• Consider holistic health time off: Offer flexible schedules and paid time off, not just for physical illness but also for mental, emotional, and overall well-being.