Inaction will be increasingly costly for organizations.
January 11, 2024
HBR Staff; Fiordaliso/Getty Images; Unsplash
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Demographic change, driven by decades of low birth rates and increased longevity, is remaking labor markets and economies worldwide at an astonishing pace. That means that organizations need to quickly shift how they recruit and retain employees of all ages, including by developing new policies and benefits. Organizations that take employee well-being seriously realize early on that getting ahead of conditions like menopause reduces an incredible burden on their workforce and can improve the bottom line. The authors discuss why it’s critical for organizations to support employees in menopause — and highlight several that are doing so effectively.
Andrea first started to notice menopause symptoms, known as perimenopause, when she was 48. We first met at the international development nonprofit she worked for in Washington, D.C., where at least half the workforce was female. Like many women facing menopause, she felt isolated and alone, even though she had a comprehensive understanding of the symptoms and access to a robust health insurance plan.
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