BIP Summer 2025

Menopause affects every woman who lives long enough to experience it,

The Untold Cost of Exclusion Menopause is universal, but its impact varies, and it follows women to work. Dr. Mache Seibel, a leading menopause expert and author, underscores this point. “The symptoms don’t stay home. A woman who hasn’t slept, is bleeding heavily or is having hot flashes still has to show up and perform,” he says. From cognitive fog to extreme fatigue, the physical and mental burden of menopause significantly affects productivity and morale. According to Syreen Goulmamine, science programs manager at the Society for Women’s Health Research, their national workplace survey found that “two out of five women had considered or found a new job due to menopause symptoms,” she says. Goulmamine elaborates, “Our data showed 79% of women reported sleep disturbances or insomnia as the most bothersome symptoms in the workplace. Brain fog and difficulty with concentration, learning and memory were a close second at 78%. These are symptoms that directly impact work output and focus,” she adds. The broader financial implications are significant. Seibel says, “Hot flashes alone cost companies over $14 billion a year in lost productivity. Untreated symptoms ripple into absenteeism, lowered self esteem and eventual exit from the workforce.” “Women are often reluctant to disclose what they’re experiencing,” adds Dr. Karinn Glover, board-certified psychiatrist, health equity specialist and workplace mental health consultant. “The stigma makes it difficult to have honest conversations, and many women choose to leave their jobs before anyone even notices something’s wrong,” she says.

yet remains largely absent from conversations around workplace inclusion and healthcare parity. The silence is costly. Employers lose valuable talent, and employees suffer in isolation with symptoms that impact their performance, mental health and overall well-being. Benefit professionals are beginning to confront this longstanding oversight. Meaningful progress starts with strategic plan design, inclusive policies and a workplace culture that recognizes the real impact of menopause. Supporting women through this life stage isn’t a niche concern — it’s a workforce imperative.

KEY POINTS

▶ Menopause is a major but often overlooked workplace issue: It affects productivity, retention and mental health, yet remains stigmatized and under addressed in corporate culture and benefit design. ▶ Workplace inequities around menopause are amplified by race and representation gaps: Black women experience earlier, more intense symptoms and receive less support, highlighting the need for inclusive, culturally competent benefit strategies. ▶ Brokers and benefit professionals are key agents of change: By advocating for menopause-inclusive benefits, educating employers and supporting empathetic workplace policies, we can help build a culture of belonging and equity for all employees.

36 bip magazine Summer 2025