5 strategies for rolling out a menopause benefits program

It's clear that menopause benefits are becoming more mainstream, and HR and benefit professionals are taking notice. Most women are demanding support in the workplace for this life stage, and more organizations are listening. Mercer estimates that the number of large organizations offering or planning to offer specialized menopause benefits more than tripled to 15% this year from 4% in 2023. 

It's a win for women and employers. Menopause symptoms, from brain fog and fatigue to mood changes and hot flashes, can negatively impact careers. Research shows that about 50% of women say they are less likely to apply for a promotion due to their symptoms and 23% consider leaving their jobs. 

These symptoms go far beyond the workplace, of course. When left untreated, menopause symptoms interfere with day-to-day activities, affect relationships and – concerningly – impact women's long-term health, increasing the risk of heart disease, diabetes, weight gain, osteoporosis, dementia and more. 

Read more:  How to introduce menopause benefits to the workplace

Employers are in a unique position to help women in midlife thrive while also supporting their bottom line. That's because menopause benefits are a strategic imperative for organizations, helping to attract and retain talent, reduce absenteeism and presenteeism, and enhance productivity and morale. They also demonstrate a commitment to employee wellbeing and inclusion.

Rolling out menopause benefits to the workforce is just the start. It's equally important to focus on strategies that drive engagement and successful outcomes. These five tips will help ensure that whatever menopause benefits program is implemented is effective and worth the return on investment for both the organization and its employees. 

1. Partner with a provider that focuses on medical care 
While lifestyle coaching has its place, it's not a replacement for expert medical care. Menopause symptoms are a medical issue, and they require treatment from a trained medical provider who can provide a full range of care, ranging from FDA-approved hormonal and non-hormonal medications to supplements, botanicals, and yes, lifestyle coaching. 

Choosing a benefits partner that's rooted in medical care is vital for securing desired health outcomes. As many as 91% of patients we work with report symptom improvement within two months of their first visit. Finding such relief is a testament to the integrity of the medical protocols and clinical expertise we've put in place. But it's also a strong reminder that at the core of every successful menopause benefits program is a commitment to improving employees' wellbeing. 

2. Prioritize culturally sensitive care
Women's midlife care is a health equity issue, and menopause disproportionately impacts certain races and ethnicities. Black women, for example, have greater symptom severity (they are 50% more likely to report hot flashes than white women). They're also less likely to be prescribed hormone replacement therapy for their symptoms, which is partially due to unconscious racial biases.

Meanwhile, Asian women are more likely to experience chronic pain and anxiety while Hispanic women deal with hot flashes for a longer period of time. That's why it's so important to partner with a menopause benefits provider that delivers culturally sensitive care. Our protocols are designed with a diverse population in mind to improve access to care and evidence-based treatment for all women.

Read more:  Gympass and Lifesum bring hormonal health to employees managing menopause 

3. Lead with education 
Menopause misinformation and stigmas often stand in the way of women getting the care they need. And many employees in their 30s, 40s and beyond may be unaware that their symptoms – insomnia, joint pain or anxiety – could be due to perimenopause or menopause. 

Choosing a menopause partner that prioritizes educational resources is invaluable for employees and employers alike. Whether that's newsletter content, brochures or webinars, these materials give employees the opportunity to learn more about menopause, obtain research-backed answers to their top questions and identify when they may benefit from expert menopause care. 

As an added benefit, an educational program will increase awareness of the menopause benefits program and can drive significantly more engagement. 

4. Partner with a company's allies
A company's diversity, equity and inclusion group can play an important role in increasing awareness of the menopause benefit and general menopause support in the workplace. They may do so by advocating for inclusive policies, encouraging education and awareness, and creating a supportive environment for employees experiencing menopause. 

Promoting a culture of openness, empathy and understanding can help break down barriers and encourage dialogue. Menopause has no place being a taboo topic in the workplace.

Read more:  Menopause, mental health and mom-centric support: The benefits women need

5. Engage the full population
Menopause doesn't just affect menopausal employees. It also touches their partners, families, friends and colleagues. That's why any such program should reach the full employee population. This will help increase overall awareness of the benefit while also cultivating a supportive workplace environment. 

Employers can achieve this through awareness campaigns, training sessions and inclusive policies. It's also beneficial to choose a benefits partner that provides educational information for spouses and partners (a webinar on how to be a supportive partner, for example). Another helpful action is to provide direct mailers that target members of employees' households who may be experiencing menopause.  

Launching a menopause support benefit is a significant step toward creating a more inclusive workplace culture. By positioning menopause care as a strategic advantage, selecting the right partner and services, and fostering workplace-wide engagement and support, employers can meet the needs of their employees while enjoying the benefits of a diverse and empowered talent pool.