The Impact of Menopause on Women’s Health: A Work-Life-Health Initiative
- This event has passed.
January 27, 2025 - January 28, 2025
Menopause is a universal life stage for women with far-reaching economic, social, and health care implications on their personal and professional lives. Approximately 6000 women reach menopause every day, and many with symptoms that range from hot flashes and genitourinary symptoms to brain fog and sleep disturbances.
Despite the vast number of women experiencing life disruptions during the menopause transition, accessible treatment options and education to navigate their care are limited. Moreover, according to the U.S. Bureau of Labor Statistics, women aged 45-54 years have a 75% participation rate in the labor workforce. With the average age of menopause being 51, it is important for employers to recognize women’s health experiences, especially during the menopause transition, for optimal talent recruitment and retention. SWHR’s Employee Perspectives and Challenges Concerning the Transition of Menopause (EMPACT Menopause) Study found that only 3% of employees or supervisors reported having menopause-specific policies in place at work. Organizational support in promoting midlife health and wellness and enabling women, their coworkers, and employers to contribute to its values and success is key to managing menopause in the workplace for inclusive and productive work environments for all employees.
SWHR convened an interdisciplinary Menopause Equity Working Group of health care providers, researchers, patient advocates, human resource specialists, and health care policy leaders for a closed, roundtable meeting in January 2025. During the roundtable, the Working Group discussed the impact of menopause on women’s health, with an emphasis on navigating patient care and the workplace.
This is an SWHR Event.
Objectives
The objectives of the roundtable are to:
- Address the impact of menopause on women’s health, including associated symptoms, comorbidities, and stigma experienced by women undergoing the menopause transition
- Promote science-based health care policies around menopause to improve patient outcomes
- Participate in outreach opportunities to engage health care providers, employers, and policy leaders in discussions to improve care for perimenopausal and postmenopausal women
- Strategize how employers, coworkers, and workplace policies can better support women working throughout the menopause transition
- Develop materials to expand education, raise awareness, and improve quality of life for women undergoing menopause
Working Group Participants
Carleeka Basnight-Menendez, BS, Founder, INSO Inc
Jessica Brooks-Woods, MPM, PHR, Chief Executive Officer, National Association of Benefits and Insurance Professionals
Jennifer Chiang, MS, SHRM-SCP, Head of Global People Strategy Realization, MilliporeSigma
Monica Christmas, MD, Associate Professor of Obstetrics and Gynecology, University of Chicago
Yamnia I. Cortés, PhD, MPH, RN, FAHA, FAAN, Associate Professor, College of Nursing, University of Iowa College
Jennifer Fairweather, DBA, SHRM-SCP, IPMA-SCP, PHR, Chief Human Resources Officer, Jefferson County, Colorado
Stephanie S. Faubion, MD, MBA, FACP, MSCP, IF, Medical Director, The Menopause Society, Penny and Bill George Director, Mayo Clinic Center for Women’s Health, Professor and Chair, Department of Medicine, Mayo Clinic
Kavita Joshi, CLSSSB, Program Manager, Training and Technology, Customer Solutions Group, AARP
Susan Kulp Randall MSN, FNP, Board Member, National Menopause Foundation
Mache Seibel, MD, Founding Editor, The Hot Years Magazine, HealthRock LLC
Sharon Seibel, MD, Associate Editor, The Hot Years Magazine, HealthRock LLC
Wen Shen, MD, MPH, Associate Professor, Johns Hopkins University School of Medicine
Jack B. Tuckner, Esq, Founding Partner, Tuckner, Sipser, Weinstock & Sipser, LLP
Kamili Wilson, Chief Executive Officer & Founder, Menopause Made Modern by Claret Circle
Sponsor
Support for this educational program has been provided by Astellas Pharma, Bayer, and Pfizer. SWHR maintains independence and editorial control over program development, content, and work products.
