Over 41 million menopausal women are actively employed across Africa
Menopause is now described as a workplace reality long before women retire.
As it happens, Menopausal women are now the fastest-growing workforce demographic.
For instance, in the African context, an estimated 41 million menopausal women are currently actively employed across the continent.
On the other hand, in the more developed nations like the United Kingdom (UK), nearly 80 percent of women experiencing menopause are actively employed.
These statistics underscore the urgent need to understand how menopause affects women’s participation, wellbeing, and performance in the workplace and what support is needed to maintain productivity, retention and employee wellbeing.
“Women navigating menopause may face stigma and misconceptions; and a lack of awareness among colleagues and managers creates an environment where they feel uncomfortable to discuss their experiences or seek support,” says Dr Kovila Parsuramen, Medical Director, WorkSafe at International SOS.
“While the average age for menopause ranges between 45 and 55 years (long before retirement age) symptoms can begin much earlier, affecting women during some of the most productive stages of their careers.
Dr Parsuramen encourages organisations to take a proactive approach.
“Before menopause becomes a concern for female employees, ensure clear and encouraging communication about the resources available to them to help them manage symptoms while balancing workplace responsibilities.”
Beyond promoting the benefits of holistic health, which looks at nutrition, physical activity, mental health, and wellbeing to manage menopause symptoms, employers must develop education programmes, healthy eating options and health screening programmes.
This support can be mapped out to include …
Mental health tools such as mindfulness meditation, deep breathing exercises, and cognitive-behavioural techniques can aid in managing stress, anxiety, and mood fluctuations associated with menopause.
Healthcare support from professionals through virtual or in-person support groups or counselling services, as they can provide valuable resources and guidance.
A supportive workplace environment that facilitates open communication and fosters empathy towards colleagues navigating menopause.
No longer taboo
Colleagues and managers encouraging an open dialogue to create a culture of empathy and understanding, making the topic of menopause and women’s reproductive health less taboo.
Flexible work hours or hybrid/remote work options to help accommodate fluctuating energy levels and the stress of commuting.
In the office, resources such as portable fans, water stations, and break rooms can be helpful without singling any employees out.
“Just as retirement planning is essential for long-term financial security, menopause planning is critical for sustaining health, wellbeing, and career longevity.”
“By taking a proactive approach, individuals can better navigate this life stage, while employers can retain valuable talent, safeguard productivity and foster truly inclusive workplaces. Creating supportive environments is no longer a nice-to-have but a business imperative. A Wellbeing and Occupational Health specialist can help organisations develop tailored strategies that enable employees to thrive at every stage of their working lives,” concludes Dr Parsuramen.