Menopause Uncovered
Health, Equity & Empowerment for Every Woman
For far too many women especially African, Black and South Asian women menopause remains shrouded in silence. Families don’t talk about it, workplaces don’t prepare for it, health systems often overlook it.
The result is that millions of women enter perimenopause and menopause without the support, information or care they both need and deserve, creating compound consequences for their health, careers and communities.
Consider the scale of the issue. In the UK, for example, approximately 75 to 80 percent of women of menopausal age are in the workforce, but three out of five (67 percent) report that their symptoms have had a mostly negative impact on their work.
Nearly 900,000 women have left their jobs because of menopause-related symptoms, costing the economy billions every year and leaving talented leaders unrecognised and unsupported.
It’s estimated that over 14 million working days are lost annually due to menopause and in the U.S. alone, the cost to business totals an estimated $1.8 billion annually, with significant medical expenses layered on top. These are not abstract numbers these are the stories of women at the peak of experience and leadership, pushed out by a lack of awareness and empathy.
The World Health Organisation (WHO) highlights the urgent public health challenge because symptoms vary, but their impact is near universal. Up to 94 percent of menopausal women report experiencing symptoms while at work symptoms such as poor concentration, fatigue, memory lapses, low mood and cognitive “clouding.”
Over half say these symptoms have negatively impacted career decisions, pushing them to reduce hours or even decline promotions. Nearly one in five anticipate their menopause will disadvantage them at work, with younger women under 50 reporting significantly higher disruption.
Despite this, most workplaces remain ill-equipped to support their employees.
Surveys reveal that 84 percent of menopausal women worldwide call for better workplace support, yet only a small fraction receive it.
Stigma remains entrenched. 72 percent have hidden their symptoms and in many cases, workplaces lack formal menopause policies or awareness. As a result, employers risk losing institutional knowledge and experienced talent unless they act.
But there is cause for hope.
Evidence shows that simple, thoughtful interventions like manager training, flexible schedules, access to HRT or tele-health, fans and temperature adjustments and silent spaces can dramatically improve retention and well-being. At companies such as Genentech, Bank of America, Adobe and others, menopause-friendly policies have become a beacon of inclusion and leadership, showing that when women are supported, workplaces thrive.
Menopause is far from the end of vitality it is the start of a new chapter that deserves respect, recognition and resources. When societies support women through transition, families stay resilient, careers don’t stall and communities grow stronger. The era of menstrual and pregnancy accommodations is behind us. Now, it’s time to normalise menopause support as essential. It’s time to move from silence to strength.
The statistics tell us the scale of the challenge, but numbers only go so far. Behind every percentage is a woman navigating symptoms in silence, a career disrupted or a family left without guidance.
Reflection is how we turn data into transformation by asking ourselves where the silence has touched us, where support has been missing and what steps we can take to shift the story.
These prompts are designed to help you pause, connect your own experience to the bigger picture and begin reclaiming menopause as a season of strength.
How has menopause or perimenopause impacted you or someone you know in the workplace or home?
What kind of support formal or informal would have made a difference for you during transition?
In your circle (family, work, community), how can you start the conversation to destigmatise menopause?
What is one small step you can take this week to advocate for menopause-aware practices or policies?
Menopause is not an interruption it is a transition that demands recognition.
If you believe every woman deserves dignity and support through this chapter, show your solidarity by liking this post.
Share in the comments one action you will take this week to begin changing the conversation in your own sphere and pass this message on to another woman who deserves to know she is seen, supported and empowered.
Together, we can rewrite the narrative and build systems that honour women at every stage of life.
