A lot has changed since I wrote my Joy of Menopause Manifesto in 2022. Conversations that once seemed impossible are now taking place in workplaces, boardrooms, and the media. But let’s be clear: we’re only at the beginning.
Menopause education and awareness have cracked open. Now it’s time to build real, lasting change.
The Progress We Celebrate
- More women are speaking up. The shame and silence are lifting as stories flood podcasts, articles, and social feeds.
- Early adopters in business are leading the way. Companies like HSBC and SAP have added menopause support to their wellness programs.
- The economic impact is finally visible. Stanford researchers and Bayer reports confirm what women have said for decades: menopause costs. In the U.S., it’s billions in lost productivity, absenteeism, and turnover every year.
It’s progress, and it’s worth celebrating.
The Gaps That Remain
And yet, too many women are still suffering in silence. Too many managers don’t know how to respond when an employee asks for support. Too many workplaces still dismiss menopause as “personal,” not professional.
Here’s the reality:
- More than 50 million women in the U.S. are in menopause or post-menopause.
- Symptoms like hot flashes, sleep loss, brain fog, and anxiety affect performance, retention, and advancement.
- Women at the height of their careers are often pushed out or step back because the system hasn’t adapted.
If erectile dysfunction (ED) could go from punchline to boardroom priority in a decade, I know, because I helped build awareness and educational tools as Viagra became a $5 billion industry, why is menopause still lagging behind?
Why This Matters to Me
I’ve been that woman in the boardroom, mid-presentation, trying to hide a hot flash while men in suits looked on with puzzled faces.
That moment is why I do this work, because no woman should lose credibility or her career because of biology.
With my background in public health, neuroscience, and corporate wellness, I’ve seen one truth again and again: when companies support women through menopause, everyone wins. Productivity rises. Retention improves. Culture strengthens.
This isn’t just a women’s issue. It’s a workplace performance issue.
What’s Next
We’ve come a long way, but here’s what still needs to happen:
- Normalize the conversation. Menopause education should be as common as maternity leave discussions.
- Train managers. Leaders need the language and tools to support, not sideline, their employees.
- Implement policy. Flexible scheduling, wellness benefits, and open dialogue can transform workplaces.
- Recognize women’s longevity. This stage is not a decline; it’s often the height of expertise and leadership.
This October, during Menopause Awareness Month, let’s celebrate progress and demand more.
Menopause belongs in the break room, the HR handbook, and the boardroom strategy session.
When we finally give menopause the attention it deserves, we unlock the full power, creativity, and leadership of women at work.
That is the future we’re building.
Join the Movement
Don’t just read about change, be part of it. Join the Joy of Menopause private Facebook community today, where I host Menopause After Dark every week: real issues, real talk, and a little sass.