The Hormonal Glass Ceiling for Women

Despite the fact that women are outliving their male counterparts, mid-life women in menopause are finding it increasingly difficult to retain a career or advance professionally. Why?

Because they are up against a hormonal glass ceiling.

The term “hormonal glass ceiling” was first coined by Dr. Sylvia Hewlett in 2007, and it refers to the unique challenges that women face in the workplace as they transition through menopause.

During menopause, women experience a number of changes in their bodies that can affect their ability to function at work. There are over 30 known symptoms of menopause, ranging from hot flashes and night sweats to brain fog, anxiety and loss of confidence. It’s no wonder that nearly 80% of women say they feel less productive at work during this time.

menopause relief also comes with personal price tag for women

What’s more, the hormonal glass ceiling that comes with menopause can result in real career poverty for women. In the UK, peri, menopause and post menopausal women earn on average 20% less than their male counterparts of the same age.

In the US, it costs a woman on average an extra $770 per year for extra support that she has to personally pay for to navigate menopause. This includes things like over the counter medication, diet, fitness and lifestyle advice and new clothing to manage hot flashes. This will be excruciating and for many women in low paid, part-time of zero hours contract work, impossible to financially plan for and cope with as inflation soars and the cost of living continues to rise.

Also in the US, it’s estimated that the annual economic impact of menopause on women is $61 billion. When you factor in the economic loss of women leaving the workforce because of the lack of workplace support, the impact is even greater. Menopausal women are the fastest growing demographic in the workplace globally, the need for workplace support is only going to increase.

It is estimated that 1.1 billion women will be entering into menopause globally by 2025 and economies need these women in active workforce participation.

menopausal medication comes at a cost

I have been very active in the campaign in the UK led by Carolyn Harris MP and supported by Caroline Noakes, MP and Chair of The Women's & Equalities Committee to remove the cost of HRT prescriptions in England.

Last year I was invited to Parliament Square with other notable public figures including Davina McCall, Dr Louise Newson, Penny Lancaster and Mariella Frostrup to demonstrate for the removal of the cost of HRT prescriptions for women in England. It was announced by the UK government that there would be one prescription fee per year for HRT which comes into effect in early 2023. In Scotland, Wales and Northern Ireland there is no prescription charge for hormone replacement therapy (HRT).

Menopause discrimination in the workplace is real

While there are a number of factors that contribute to the wage gap between men and women, it’s clear that the hormonal changes of menopause play a role. Unfortunately, there is still a lot of discrimination against women who are going through menopause. But what is menopause discrimination?

In a recent survey, nearly half of women said they had experienced discrimination at work due to their menopausal symptoms. This can include everything from being passed over for promotions to being ridiculed by colleagues.

Recently I wrote in The Independent about the successful claim brought against Superdry from a mid-life women who was actively overlooked for promotion. Menopausal women are fighting the hormonal glass ceiling on two counts of potential discrimination, their age and their gender.

more than menopause policies from employers

Organisations need to think beyond the quick fix and box ticks of a company menopause policy and workplace awareness training and instead put in place a more sustainable and long-term gender acceleration and talent retention strategy. A strategy that is aligned with their company growth and ESG plans that meets the needs of their employees going through menopause, and their business and human capital requirements now and in the future.

Workplace culture needs to radically shift

It needs a real shift in workplace culture and organisations need to take a good hard look at their practices and see where they can make ‘significant shifts’ and not 'light touch' adjustments to be more inclusive of menopause in the workplace.

Line mangers need to be equipped

And line managers need to be equipped with progressive tools that enable them to have productive and professional feedback and performance conversations that are balanced between being supportive whilst also enabling women to continue to focus on their future careers. My research also showed that menopausal women receive feedback often based on their perceived personality changes rather than their performance, which doubles their disadvantage to receive non-biased feedback, resulting in lack of access to promotion, salary increases and bonus payments.

Now is the time

It’s time for employers to take the hormonal glass ceiling seriously and start making radical steps to reform their workplaces to retain and attract the very best female talent, many of which are at the peak of their professional careers who are going through menopause.

How can The Menopause Maze help?

We help organisations to equip women and the wider workforce to improve career wealth, increase career opportunities and retain mid-life talent as it moves through menopause. We do this with our evidence based Menopause Maze™ method of diagnostics and development, career-coaching, line manager programmes, board consulting and in our online community for senior and high performing women.

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