Impact of Workplace Silence on Midlife Women

1 in 4 women consider leaving their jobs due to menopause. Not because they want to—but because workplaces aren’t built to support them. And yet, we still talk about equality as if this isn’t happening. Women over 45 are the fastest-growing workforce demographic, yet menopause remains a silent career killer. Brain fog, anxiety, and sleepless nights don’t just affect personal well-being—they impact productivity, confidence, and retention. Yet, too often, menopause is met with stigma, silence, or even discrimination. Research shows that without the right workplace support, many women reduce their hours, turn down promotions, or leave the workforce altogether. We can’t talk about workplace equality without addressing menopause. - What if menopause support became a standard part of workplace well-being? - What if women felt empowered rather than isolated during this transition? - What if businesses retained their most experienced talent instead of losing them? Menopause-friendly workplaces aren’t just a “nice to have”—they’re a business imperative. Supporting women through this transition means creating a more inclusive, equitable, and productive workforce for everyone. Source: Equal Times.Org - see link in comments #wellbeing #wellbeingatwork #menopause #menopauseatwork #womenshealth #diversityandinclusion

I was recently featured in an AP story about menopause in the workplace, and it highlighted something I've been passionate about for years: the profound impact menopause has on women's careers—and the epidemic of silence surrounding it. The Mayo Clinic estimates that menopause symptoms lead to $1.8 billion in lost work time per year in the U.S. Think about that number. And behind it are countless women experiencing brain fog during critical presentations, insomnia affecting decision-making, and anxiety impacting leadership capabilities—all while saying nothing. At Midi Health, we see this every day. Women in senior positions reducing hours or leaving careers altogether because of debilitating symptoms. The tragedy? Most don't know relief is possible. This isn't just a women's health issue—it's a workplace equity issue, a leadership retention issue, and an economic issue. What I've learned building Midi: Knowledge is power. When women understand that brain fog, insomnia, and anxiety can be symptoms of hormonal changes—and that there are evidence-based treatments—it's transformative. Speaking up changes culture. As I told AP: "When you experience symptoms, call it out. Say 'That's a hot flash' rather than just looking uncomfortable. Take your power back." Workplace accommodations matter. Only 5% of employers offer menopause benefits. The companies that do—flexible schedules, cool rooms, menopause support groups—see dramatic improvements in retention and productivity. To the women silently struggling: you're not alone, and you don't have to suffer. To companies: supporting women through this transition isn't just compassionate—it's good business. Read the full article here: https://bit.ly/41CEQg9

59% of women didn’t know about perimenopause until they were already in it. Let that sink in. We spend years preparing women for pregnancy, childbirth, and parenting. But the transition that affects 100% of women who menstruate? Radio silence. A new study from Bonafide Health just dropped, and the findings should make every employer uncomfortable. -Women aged 40-49 are getting hammered by perimenopause symptoms they never saw coming. -They’re 27% more likely to report feeling like they’re surviving, not thriving. Here’s what’s broken: -71% say they weren’t prepared for how disruptive symptoms would be—up 8 points from 2023. -Meanwhile, 22% had doctors incorrectly blame their symptoms on anxiety. The workplace impact? Brutal. -42% report perimenopause killed their ambition. For women 40-49, that jumps to 46%. 👉These are your peak performers, your institutional knowledge holders, your future leaders. And only 12% of employers offer any accommodations. The irony? These same women are turning to TikTok (25% of 40-49 year-olds) and retail solutions because healthcare is failing them. They’re tracking symptoms with wearables and managing their transition through apps. They’re problem-solving around a system that pretends this doesn’t exist. But here’s the opportunity hiding in plain sight: They want solutions. They want support. They want acknowledgment. The companies that figure this out first will have a massive retention advantage. Because right now, we’re watching our most experienced talent suffer in silence, self-medicate through Google searches, and quietly plan their exits. How is your organization supporting women through perimenopause? Or are we still pretending this transition that affects half the workforce doesn’t impact performance?

Why Women Don't Talk About Perimenopause at Work: The Silent 🤫 Struggle I want to open up a conversation that many of us avoid—perimenopause in the workplace. There’s a stigma that keeps us silent, and it's time to address it. 💼 Stigma and Ageism Let’s face it: admitting to perimenopause symptoms like hot flashes 🔥 or memory lapses 🧠 can feel risky. A 2022 survey revealed that almost 77% of women dealing with these challenges stay quiet 🤐, fearing ageism and the stigma attached to "aging out" of our careers. We’re conditioned to think that acknowledging these natural life transitions might make us seem less capable. 📉 Lack of Awareness and Understanding Despite the fact that 8 out of 10 women experience perimenopause between the ages of 40 and 55, many workplaces are simply unprepared 😕 to support us. We navigate this phase largely on our own, without the resources 🛠️ or understanding that could make a real difference. 💪 The "Superwoman" Syndrome Then there’s the pressure to be invulnerable. We’re often expected to juggle everything—work, family, life—without breaking a sweat 💦. But the truth is, perimenopause can be exhausting, emotionally and physically. One in four women even consider leaving their jobs 🚪because of these challenges, yet we hesitate to speak up for fear of being judged or seen as weak. 🤐 The Absence of Open Conversations The silence isn’t just personal—it’s cultural. When was the last time you felt comfortable discussing menopause with your colleagues or your boss? For many of us, the answer is never. This lack of open conversation perpetuates the idea that these issues are “off-limits,” making it even harder for us to ask for the support we need. Breaking the Silence 🤫 The reluctance to discuss perimenopause at work doesn’t just affect us individually—it holds back our progress towards true gender equality 🚺. By breaking the silence and recognizing the realities of perimenopause, we can help create a workplace where women feel empowered 💪 to navigate this phase while continuing to excel in their careers. If we want to foster a culture of inclusivity and support, shedding light 💡 on perimenopause is crucial. It’s not just about making our own lives easier—it’s about ensuring that all of us can thrive 🌱 throughout every stage of our professional journeys. Share your thoughts! #WomenInTheWorkplace #PerimenopauseAwareness #EmpowerWomen #SupportWomen #WorkplaceWellness #WomenLeaders #InclusionMatters #DiversityandInclusion #CareerDevelopment #Empowerment

Menopause isn’t just a women’s issue—it’s a business issue. Too often, the impact of menopause on women in the workplace goes unrecognized. Leading many talented, driven women to step back from their roles or leave the workforce altogether. It’s a loss for both them and the organizations that need their leadership. We have to start speaking about this. Perimenopause can begin as early as a woman’s 30s and continue into her 50s or beyond. This means women are navigating significant physical and emotional changes for up to TWO DECADES while balancing careers, families, and personal goals. The impact on daily life—especially work performance and well-being—is profound and too often overlooked. This year, World Menopause Day highlights Hormone Therapy, which can help manage symptoms and improve quality of life. Raising awareness is critical—not just for healthcare providers but also for employers. Personally, it took me years of being told I was “normal” before I sought out a functional practitioner this year who looked at my whole-body health. I learned that many of my lifelong struggles were due to hormonal imbalances that could have been treated with the right therapy instead of years of prescriptions! Hormone therapy has changed my life, and at 46, I feel more like myself than ever. I've committed to using my platform to share my story, encouraging women to seek the support they need. I’m also educating leaders about how menopause impacts performance and well-being in the workplace. When symptoms go unrecognized, they can reflect poorly on performance, leading to unnecessary career consequences. We need to start creating environments where women feel safe talking about menopause—at work, at home, and with their doctors. Leaders can make a huge difference by offering flexibility, encouraging open conversations, and ensuring proper resources are available to make treatment accessible. No woman should have to navigate this journey in silence. #WorldMenopauseDay #ThisIsPerimenopause #BeBold #LightItUp

Breaking the silence on a topic affecting 26% of our workforce but rarely discussed in the office: menopause in the workplace. As HR professionals and business leaders, we need to recognize that workplace support shouldn't end with reproductive benefits. This week's episode challenges us to think differently about how we support women through ALL stages of their careers. Key insights from our conversation: • Perimenopause can start as early as 35 • There are 135 different symptoms impacting work performance • It costs businesses $1.8B in lost productivity annually • 80% of women find it challenging to work during this phase • 1 in 5 women leave the workforce due to menopausal symptoms Join me and my guest Ashlie Beiter, co-founder of Winona , as we discuss practical solutions for creating more inclusive workplaces - from flexible work arrangements to wellness programs that make a real difference. The UK has already incorporated menopause into their Equality Act. What can we learn from their approach? 🎧 Listen to the full episode: https://lnkd.in/eXq7_AYt Let's create workplaces that support women through every stage of their careers. What initiatives has your organization implemented to support employees through major life transitions? #HumanResources #WorkplaceWellness #HR #WomenInBusiness #EmployeeBenefits #Leadership #DEI #BringTheHuman

Perhaps a bit taboo of a conversation to have, but that's the problem. Menopause shouldn't be a silent storm. Rather, we need to speak on this openly and frequently. For too long, women have suffered in silence as they navigate the physical, emotional, and cognitive changes of menopause. These symptoms can significantly impact job performance, productivity, and overall well-being. The reality is that menopause represents a significant talent drain. Many women are forced to leave the workforce prematurely due to a lack of understanding and support from their employers. This is not only a loss for the individual but also a loss for businesses that miss out on the valuable experience and expertise of their women employees. In this article, I share the personal journey I'm currently navigating and considerations that organizations can create to invite a supportive and inclusive work environment for menopausal women. If you can relate to any of this, share how in the comments. Let's break the stigma. #Menopause #Women #WorkplaceCulture