Why Menopause Belongs in Workplace Conversations
Like the Monarch’s Metamorphosis: Embracing Menopause as a Time of Transformation, Strength, and Flight
Just as the monarch butterfly undergoes a profound transformation—struggling to emerge from its chrysalis with newfound wings—women also experience a significant life shift: menopause. This stage, often misunderstood or ignored, isn’t an ending but a metamorphosis filled with strength, wisdom, and resilience.
In the workplace, women navigating menopause bring immense value—experience, leadership, perspective, and emotional intelligence. But like the unspoken rule of Fight Club, menopause is often a topic we don’t talk about. That silence comes at a cost.
It's time to break the stigma. Workplaces must recognize menopause as a natural, powerful transition and offer the support women need to thrive. Because keeping women in the workplace—valued, supported, and empowered—isn’t just the right thing to do; it’s essential for a thriving, balanced, and innovative workforce.
With 26% of women globally over 50 —and living longer —this aging workforce offers institutional knowledge and stability companies can’t afford to lose. The SWAN study highlights that post-menopausal women report better mood and focus, free from hormonal fluctuations. Menopause is a workforce imperative. Each year, 1.3 million U.S. women transition into menopause, with 6,000 reaching it daily. Researchers link the unaddressed needed workplace support to a $26.6 billion annual economic loss from absenteeism and healthcare costs. Why pay attention? Menopause impacts productivity and retention. The U.S. Bureau of Labor Statistics shows women aged 55-64 have a 64.1% employment rate, dropping to 18.9% past 65—indicating many exit prematurely. HR must bridge this gap to retain talent through the transition. Let’s begin with the story of the monarch butterfly; then we will share how this metaphor relates to menopause.
In the heart of nature, where life's most profound changes unfold, lies the tale of the monarch butterfly.
Its journey, a radical metamorphosis, begins with a tiny egg, soon hatching into a larva, the monarch caterpillar. For days, it nourishes itself, growing and shedding its skin, preparing for the next stage of its remarkable development.
Then comes the chrysalis, a seemingly quiet phase. But within this jade casing, an extraordinary process begins. The caterpillar, in essence, liquefies, breaking down completely. Imagine: a complete internal restructuring. The old form dissolves, making way for the new. Specialized cells, dormant until now, begin to build the magnificent adult butterfly from this biological essence. It's a powerful act of letting go to allow for something stronger to emerge.
And then, the emergence. The butterfly, transformed, breaks free. It rests, gathers its strength, and with newfound wings, takes flight – more capable, more vibrant than before.
This incredible process mirrors another significant transformation in life: menopause. Like the chrysalis, it can feel like a period of profound and sometimes uncomfortable change. There can be discomfort, a feeling of things shifting and changing in ways that are unfamiliar. It can feel messy, like the liquefaction within the chrysalis. But this breakdown is essential for the powerful rebuilding that follows.
Menopause, typically occurring between ages 45 and 55, is a significant transition for women, marking the end of reproductive years. While often associated with challenges like hot flashes, mood changes, and cognitive shifts, menopause also brings unique strengths that can enhance workplace contributions. With 80% of women experiencing menopause while working, recognizing and supporting these benefits is critical for fostering an inclusive, productive work environment.
The largest growing segment of the workforce is women over 45 . And yet, when they experience symptoms that impact their work, many are met with dismissal, discomfort, or outright discrimination. 70% of women surveyed over the age of 55 stated they felt invisible and only 32% men felt invisible as they aged in a study by Gransnet.
Just as the monarch emerges stronger and ready for its journey, women in their post-menopausal years often find themselves with renewed energy, clarity, and purpose. Many describe it as one of the most productive and rewarding phases of their lives.
We understand the vital role of the monarch in our ecosystem. We recognize its journey, its resilience. In the same way, we must recognize and value the incredible experience and strength that women bring to our workforce and our communities, especially after this powerful transformation.
Menopause is a natural biological transition, yet it remains under-addressed in healthcare systems and workplace environments. Recent studies highlight the significant personal and economic costs of untreated menopausal symptoms, underscoring the urgent need for systemic change. To understand a woman today going through menopause and the confusion she experiences with treatment options, we will begin with some history.
The New York Times article titled “Women Have Been Misled About Menopause” outlines how women have been poorly educated and misinformed about menopause, leading to unnecessary suffering and stigma. Here’s a succinct summary of the key findings:
In the late 1990s, ~15 million women annually were prescribed hormone replacement therapy (HRT).
After the Women's Health Initiative (WHI) study linked HRT use to an increased risk of cardiovascular events and breast cancer, there was:
A drop in prescriptions of HRT by 70% by 2009, due to misinterpretation of small risk increases.
An immediate noticeable employment decline among women aged 40–55 years — suggesting that untreated menopause symptoms may have pushed many women out of the workforce.
The breast cancer risk increase reported was 26%, but in real terms, this meant a rise from 2.33% to 2.94% over 10 years—a marginal absolute risk.
For every 10,000 women on hormones, about 8 more would develop breast cancer compared to those not taking them.
Positive Impact of HRT:
Further analysis found that among women aged 58–70, use of HRT was associated with a 32.6% increase in short-term employment.This suggests that managing menopause symptoms effectively (e.g., through appropriate HRT use) can improve women's ability to remain in the workforce, supporting both individual economic security and broader economic productivity.
Medical Education Gap
A 2017 survey found:
20% of medical residents received no menopause lectures.
⅓ said they would not prescribe HRT, even to low-risk symptomatic women.
Half of U.S. gynecologists are under 50 and were trained after the WHI study, when menopause education was largely abandoned.
Many women in he above study were in their 60’s and 70’s.
These findings underline the need for updated medical training, personalized care, and public reeducation to correct the record on menopause and hormone therapy.
Research is limited yet ongoing with this recent headline JUL 2, 2025 to add to our confusion as women:
Study finds link between certain types of hormone therapy and higher rates of breast cancer
A new study of women having hormone therapy after menopause found a link between a certain type of treatment and higher rates of breast cancer before the age of 55. CBS News medical contributor Dr. Celine Gounder joins "CBS Mornings" to explain.
“Menopause is a condition; it does have symptoms and it does have recognised presentations, yet there appears to be a failure to recognise this condition as having equal importance to other ailments or diagnoses.” A Coroner has expressed wide-ranging concerns about how the NHS cares for women during menopause after the death of a 54-year-old teacher who killed herself after a decline in her mental health. The Guardian
According to “Menopause: Time for a Paradigm Shift," Mayo Clinic Proceedings, 2023, here some key findings about women in menopause:
Vasomotor Symptoms (Hot Flashes and Night Sweats)
Approximately 75% of women undergoing menopause experience vasomotor symptoms (VMS), such as hot flashes and night sweats, which can persist for over 7 years on average. These symptoms are far from merely uncomfortable—they often disrupt sleep, increase risk for anxiety and depression, and erode overall quality of life. Importantly, the burden of VMS is not experienced equally across all groups. Black and Latina women report more frequent and severe VMS than their white counterparts. In fact, data from the Study of Women’s Health Across the Nation (SWAN) show that Black women have both a higher prevalence and a longer duration of hot flashes—often extending beyond 10 years.
The Menopause Rating Scale (MRS), which assesses physical, psychological, and urogenital symptoms, averaged 12.1 among study participants, reflecting a moderate symptom burden. However, symptom severity varies significantly across groups. Latina women, for instance, are more likely to report heightened psychological symptoms, such as depression, anxiety, and mood instability. Black women, meanwhile, are more likely to report genitourinary symptoms, including bladder issues and vaginal dryness.
Healthcare Gaps and Intersectional Challenges:
Despite the widespread and long-lasting impact of menopause, many women—particularly those from marginalized communities—struggle to access adequate care. Socioeconomic barriers, and cultural stigma contribute to health disparities. For women in the LGBTQIA+ community, the challenge is even greater. Finding clinicians who are both menopause-trained and culturally competent in gender-diverse care is often difficult, exacerbating delays in diagnosis, lack of treatment, and social isolation.
…women with symptomatic menopausal transition may have a higher risk of development of subsequent psychiatric disorders, especially depressive disorder, anxiety disorder, sleep disorder, and bipolar disorder.~Risk of Psychiatric Disorders Following Symptomatic Menopausal Transition
Menopause has significant health, workforce, and economic implications. Strategic investments in education, healthcare, and workplace policy can transform menopause from an overlooked challenge into an opportunity for improving women’s well-being and economic stability.
Menopause is not an ending, but a profound transformation, a chrysalis moment leading to a powerful new flight. It demands connection, advocacy, and above all, courage. Embrace the change, trust the process, and witness the beauty of emerging stronger. Many women find that post-menopausal years are among the most productive and rewarding of their careers.
Menopause can amplify emotional intelligence, a key leadership asset. Research suggests women navigating menopause develop heightened self-awareness and emotional clarity, translating into stronger interpersonal skills like empathy and conflict resolution. A 2019 study by Jack, Riach, and Bariola found that post-menopausal women often exhibit greater agency, leveraging life experience.
Post-menopausal women excel at understanding diverse perspectives, making them adept at managing teams and fostering collaboration. Empathy, as noted in neuroscience research, activates the brain’s reward system, enhancing workplace connection. With years of experience, these women often make decisive, clear choices, providing strong direction. Workplaces that promote women into leadership roles during this phase can harness their ability to build trust and inspire teams.
Despite stereotypes of menopause as disruptive, many women report improved focus post-transition. A 2011 study by Greendale, Derby, and Maki notes that cognitive challenges during perimenopause often stabilize post-menopause, leading to enhanced concentration.
Studies show that women with access to menopause-specific workplace resources, like flexible hours or wellness programs, report higher productivity and better mental health. Life experience enables women to prioritize effectively, tackling complex projects efficiently. Navigating menopause fosters resilience, equipping women to handle workplace stress with composure. Employers can leverage this by assigning high-impact projects to women in this stage, trusting their precision and focus.
Menopause often empowers women to advocate for themselves and others including embracing mentorship roles, sharing knowledge and championing inclusivity. Their lived experience makes them attuned to diverse needs, advocating for policies like menopause-specific benefits—which 64% of women desire but only 14% feel employers recognize.
To harness these benefits, employers must create supportive environments. Menopause -friendly policies are gaining traction in some countries, but global adoption lags. Practical steps include:
Flexible Work Arrangements: Remote work or adjustable hours help women manage symptoms like fatigue or hot flashes, which 72% of women report feeling self-conscious about at work, and leave policies that recognize the often debilitating effects menopause causes.
Education and Awareness: Training managers reduces stigma, normalizing menopause. Launch workshops to demystify menopause—only 55% of women understand it pre-transition.
Health Benefits: Access to menopause-specific healthcare, covering hormone therapy, and mental health resources to support women’s whole well-being.
Comfortable Workspaces: Temperature controls or fans alleviate physical discomfort, boosting focus.
Companies offering menopause-specific benefits include those in the tech sector like Adobe and Nvidia, as well as firms in other fields like Bank of America and Bristol Myers Squibb, and Genentech. TIME—Now’s The Time to Bring Up Menopause At Work
Supporting menopausal women is a strategic advantage.
The U-bend of happiness suggests women’s life satisfaction often dips in midlife but rises after age 50; however, longitudinal studies like the Edmonton Transitions Study show happiness increasing from young adulthood to midlife without a consistent dip (Galambos et al., 2015). Post-menopause, women over 55 in a Russian longitudinal study reported increased life satisfaction, potentially due to more personal time and community engagement (Kolosnitsyna et al., 2017). The U-shape is not universal, as cultural, socioeconomic, and gender differences create diverse happiness trajectories, challenging a singular midlife low for women (Laaksonen, 2018; Steptoe et al., 2015).
According to the Fawcett Society’s 2021 report, menopause-friendly workplaces see lower turnover and higher satisfaction. With one billion women globally navigating menopause, the ripple effect of support is profound—reducing loneliness, as harmful as smoking 15 cigarettes daily, and enhancing morale.
By valuing the emotional intelligence, focus, and advocacy of menopausal women, organizations tap into a talent pool driving innovation. Menopause isn’t just a challenge—it’s an opportunity to redefine women’s contributions at work.
Resources for your workforce—
💡Read the Atlantic article, EMBRACING THE POWER OF MENOPAUSE, and have a book club style meet up to talk about the stories.
Connect with our LinkedIn Group—Redefining Happiness in Menopause
Implement this Leave Policy Template—by SHRM
Here is a resource to use with women in peer and mentor communities at work. Have conversations on a weekly basis to foster hope. Bring women who have experienced the transition to support the younger women. Focus on the benefits with the following empathy map. Present each topic area, and ask questions related to what each woman is thinking, feeling, saying and doing. Set goals in each area with small steps to take daily. Let each person choose one area to work on between meetings reporting back on progress. Celebrate small accomplishments. This will foster a growth mindset with hope.
