Why industries should value midlife women

We often talk about the “motherhood penalty”—the hit to women’s earnings after having children. But there’s another gap we need to address: the #menopause penalty. It’s a financial setback many women face during one of the most transformational (and inevitable) phases of life. New research shows women with severe or noticeable menopause symptoms experience a 4.3% drop in pay within four years of diagnosis—and that grows to 10% by year four. That’s incredibly significant. Think about what that means: fatigue, migraines, and hot flashes are quietly costing women their paychecks. And because very few workplaces broach the topic, many women suffer in silence. Menopause usually begins between ages 45 and 55, lasts around seven years, and affects nearly 20% of the workforce at any given time. That makes women in midlife the fastest-growing demographic in today’s workforce. And that’s not a weakness—it’s a superpower. Women over 50 are hitting their stride—bringing decades of experience, leadership, and clarity. They’re proof that success doesn’t have to slow down with age—it can evolve in big ways. I’ve done some of my best growing, leading, and learning in this phase—with menopause symptoms. I manage them with hormones, which come with their own side effects (dry mouth… not ideal when you’re speaking on stages!). But I choose to talk about it, because normalizing this conversation makes it easier for all of us. So what can we do? Awareness is everything. We need workplaces to better support women with access to care, policies that acknowledge menopause, and education that empowers everyone to understand what it really means. Because when women are supported, they stay in the workforce—and thrive. And when we talk about menopause as more than just a health issue, but as a workplace issue, we shift the system. Progress starts with a conversation. Let’s have it.

💡 Closing the Women’s Health Gap: A Critical Priority for Employers 💡 Women’s health is not just a personal or medical issue—it’s a business and societal imperative. Addressing women’s unique health needs should be central to any company’s #ESG strategy, and yet, there remains a significant health gap. In Europe, women spend 25% more of their lives in poor health than men, facing disparities in diagnosis, care, and support. This women’s #healthgap is a stark reminder that while women live longer on average, their quality of life is often compromised. The cost of inaction is clear: lost productivity, absenteeism, and higher healthcare expenses. But the opportunity is even clearer: closing the gap could add $1 trillion to the global economy by 2040. At last week’s panel discussion, I had the honor of exploring this critical issue alongside esteemed speakers. We discussed the economic and social benefits of supporting #women’s health throughout all life stages—not just for women themselves but for businesses and society at large. Here’s why this matters to employers: Women account for nearly half of the global workforce and make the majority of family healthcare decisions. Menopausal women, the fastest-growing workforce demographic, are often at the peak of their careers, bringing unparalleled experience and leadership potential. Yet, without adequate support, many women reduce responsibilities or leave the workplace entirely, contributing to $150 billion in productivity losses annually. Employers that take action can drive increased retention, reduced absenteeism, and greater employee engagement. Our approach has been to lead with empathy, enabling a powerful employee value proposition, and I was proud to showcase our efforts during the discussion. What can employers do? 1️⃣ Inclusive Policies: Implement targeted policies, like Bayer’s new Menopause Policy, to create awareness, offer support, and normalize conversations around women’s health. 2️⃣ Tailored Benefits: Offer support across all life stages—from fertility and caregiving to #menopause. Flexible working arrangements, symptom checklists, and access to mental and physical healthcare are vital. 3️⃣ Education and Allyship: Train leaders to recognize and support women’s health needs, fostering a culture of #allyship and #inclusivity. Encourage open conversations to reduce stigma. At Bayer, our Menopause Policy is one step toward bridging the gap, offering flexible work options, quiet spaces, and specialized healthcare resources for women navigating this life stage. It’s about retaining top talent and ensuring every employee feels valued. A heartfelt thank you to Vivian Lab, our trusted provider of innovative digital health solutions, for their groundbreaking platform and for inviting me to join this important conversation with government representatives, journalists, business leaders, and healthcare experts. #EmployeeWellbeing #HealthEquity #SustainabilityGoals #DEI

Technology industry should find ways to engage and support women above 40: “A few months before my 50th birthday, I sat in the audience at an event for women in technology. The woman keynote speaker said: “If someone had told me when I was 40 that from the ages of 50 through 70, I would have a whole new career as the leader of my own company, I would never have believed them.” I don’t remember much else of what she said because, with one sentence, she had completely inspired me; and I was instantly at work, planning. Shifting company mindsets to help the whole team understand that STEM or tech work can be as exciting at 50 as it can be at 20 is an important first stage. When the company initiates projects like this, the whole workforce begins to understand that there is true value in the older working woman. She might have caring responsibilities or might be dealing with menopause issues, but she sure will have plenty more to give in return for an interesting and stimulating working life. Initiatives on recruiting without age bias both internally and externally are important. However, if we don’t lose women in the first place and put more effort into the difficult tasks around retention, we will have much greater success.” #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels https://lnkd.in/ghcnk-D8

A week ago, Sarah Taylor Phillips posted an article about recruitment firm Indeed's graphic, crudely labelling the 5 stages of career, with 55-65 age group in 'Decline'. Her post and subsequent reposts lit up the LI airwaves and she got an apology from Indeed with the graphic removed. So far, so good. But what is now necessary is visual evidence & graphics from organisations that reflect the reality of midlife. As I studied in my PhD, and wrote about in my book, 'Revolting Women', so much of our thinking about career stages and retirement is based on 1950's/1960's (male) psychologists. The thinking about 'decline' is embedded in organisational psychology, even if it is hidden beneath discrimination policies. And when ageism remains rife, gendered ageism is even worse. Little wonder that so many midlife women are 'revolting' against the constraints of organisational demands and exiting the workplace. Or being forced to exit the workforce. This is happening at the rate of 2 for 1. For every female leader promoted, two are exiting the workplace. And this is still acceptable? So what's my ask? Yes, different graphics that use positive words to express the reality of midlife. A period of reset, reinvention, motivation, change, learning, growth, energy - these are the words I'd like to see in print! But also different thinking. A much bigger ask. Across my data set of midlife women and their career ambitions was three factors: 1. An enjoyment and innate interest in work 2. A desire for flexibility to 'feed all areas of their lives' 3. The ability to grow and develop inside and outside of their organisation. Aint no decline in this!

You wouldn't know this from what LinkedIn allows people to see. I stand in the arena fighting for women in the workplace EVERY. DAMN. DAY. And I will keep fighting because menopause care and needing support are not personal challenges affecting midlife women. 👉 𝗧𝗵𝗲𝘆 𝗮𝗿𝗲 𝘀𝘆𝘀𝘁𝗲𝗺 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝘁𝗵𝗮𝘁 𝗮𝗿𝗲 𝗽𝗼𝗼𝗿𝗹𝘆 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗼𝗼𝗱 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘄𝗼𝗺𝗲𝗻'𝘀 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝘀 𝘂𝗻𝗱𝗲𝗿-𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵𝗲𝗱 𝗮𝗻𝗱 𝘂𝗻𝗱𝗲𝗿𝗳𝘂𝗻𝗱𝗲𝗱. I've shared the data before from the Mayo Clinic and from Bonafide Health and more from McKinsey & Company. You probably never saw it, because my only content that gets shared is me self-deprecating, being vulnerable, or empathetic (you know 'soft skills,' female super powers). Cue the gagging. Here are the Cliff's Notes. It ALL says the same thing. ✅ Midlife women and the institutional knowledge and capabilities they posses are critical to organizations. ❌ The conversation is not about accommodations or "special" treatment. ❌ It isn't about slapping on another Band-Aid benefit that doesn't get communicated well. 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝗶𝗻 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲? →Flexible work arrangements (yep, I said it and I'm going to keep saying it, because I rely on data for my information). →Health education (for EVERYONE, not just midlife women). →Leadership training (for EVERYONE, because compassionate dialogue creates understanding and trust, and we stink at it). →Clear support pathways (clear communication and access for EVERYONE) The return on investment is clear. So LinkedIn it would be really great if 2025 was the year, women's lives and careers stopped being upended by perimenopause, and that you stopped minimizing women's strengths (which include but are not limited to empathy and vulnerability). Do your part to expand this conversation and stop trying to shove women into boxes that don't fit! #WorkplaceWellbeing #WorkplaceWomensHealth #WomenInBusiness #FuchsiaAtWork