The Menopause Festival 2024 panel discussion, "Redefining Success: Menopause, Midlife, Work, and Well-being in Action," shed light on how workplaces can adapt to support employees experiencing menopause. The panelists shared stories, insights, and actionable advice, creating a space to challenge taboos and foster inclusion.
Breaking the Silence on Menopause
Julie opened with a startling statistic: 87% of women in a Surety survey reported not speaking up about menopause. This silence reflects workplace cultures that prioritize productivity but overlook critical life stages.
"Women make up half the sky and have stronger spending power, yet their health is still not prioritized," Julie remarked.
Pooja shared her experience of initiating open dialogues at work, saying, “Let both male and female colleagues know—open dialogue is important!” Peter emphasized that younger employees, learning about menopause through their mothers, are becoming more empathetic.
Open communication is vital in normalizing menopause conversations, which can lead to empathetic workplace cultures.
Recognizing Symptoms and Taking Action
The panelists discussed their personal experiences with menopause symptoms. Jessalyn shared how she adapted by walking during calls to ease her back pain, while Pooja emphasized how her openness encouraged colleagues to share similar experiences.
Recognizing and addressing symptoms early, along with workplace flexibility, can empower women to continue contributing at their best.
Changing Workplace Culture
Minister Sim Ann noted, “There are things we’re being made fun of for when going through menopause.” Peter emphasized how ridicule stifles authenticity, stating,
“We need to allow people to thrive as their authentic selves.”
Jessalyn called for greater inclusion, highlighting how certain African tribes celebrate menopause as a mark of respect. “Diversity isn’t just about gender or race; it’s about honoring life experiences,” she said.
Building inclusive cultures that respect life stages like menopause is key to fostering diversity and psychological safety.
Engaging Younger Generations
The panel discussed how to involve younger people in the conversation. Pooja emphasized creating safety nets where everyone feels comfortable sharing personal struggles. “It’s your work family!” she said. Jessalyn added,
“If you want respect, you have to respect yourself. Be open to talking about what’s bothering you.”
Educating younger employees about menopause not only builds empathy but also prepares workplaces for long-term inclusivity.
Practical Steps for Organizations
Peter shared a roadmap for companies to support menopausal employees:
Raise Awareness: Train male employees, younger managers, and HR teams about menopause.
Implement Policies: Examples include counseling, flexible work schedules, and health benefits like yoga or gym memberships.
Leverage Resources: Look to global companies like Goldman Sachs for examples of menopause-friendly initiatives.
Jessalyn added that her company promotes wellness by encouraging physical activities like rock climbing. “It’s not about appraisals; it’s about bonding and recharging,” she said.
Addressing Bias and Vulnerability
Pooja encouraged women to embrace authenticity: “If you need to cry, cry. Be yourself.” However, audience questions revealed fears of stigma around showing vulnerability.
Peter responded, “Every company has a unique culture. Normalize vulnerability as a strength, not a weakness.” Jessalyn suggested starting with “menopause champions” to initiate conversations in smaller organizations.
Vulnerability, when framed positively, can strengthen workplace relationships and foster trust.
The Role of Social Networks
The panel underscored the importance of cultivating social networks outside of work. Jessalyn shared a personal story about a friend who withdrew during perimenopause.
“We need people we can open up to, even outside the workplace,” she said.
While workplaces can provide support, a healthy external social network is equally important for managing life transitions like menopause.
Key Lessons and Final Thoughts
Normalize Menopause Discussions: Talking openly about menopause reduces stigma and builds empathy.
Adopt Inclusive Policies: Wellness programs and flexible work arrangements make a tangible difference.
Educate All Employees: Awareness among younger employees and male colleagues fosters a supportive environment.
Promote Wellness and Bonding: Activities like team building and fitness can help alleviate stress and strengthen connections.
By fostering open dialogue, actionable policies, and empathetic leadership, workplaces can empower employees to thrive through menopause and beyond.
Missed the Menopause Festival 2024? Join Us in 2025!
This year’s Menopause Festival 2024 was a groundbreaking event, filled with insightful discussions, inspiring stories, and empowering resources for women navigating menopause.
If you missed it, don’t worry—we’re already gearing up for an even bigger and better festival in 2025!
Get ready for an even bigger and better experience at the Menopause & Midlife Festival 2025! This year, we’re opening up conversations that matter to both women and men, addressing topics that impact everyone as we navigate midlife together.
Enjoy interactive workshops, expert-led discussions, and a curated marketplace designed to provide resources and products that support well-being in midlife.
Join our waiting list NOW and be the first to know all event details!
Let’s celebrate, learn, and grow together – because midlife wellness is for everyone!