[WORLD] Despite advances in gender equality, a persistent and outdated health-care mindset-that it is acceptable for women to “suffer through” natural life stages like menopause-continues to undermine women’s well-being, career progression, and economic participation. As new research and advocacy efforts spotlight the far-reaching consequences of this neglect, experts and industry leaders are calling for a fundamental shift in how women’s health is addressed in workplaces and the broader health-care system.
The Enduring Myth: Women’s Suffering Is “Normal”
For decades, the prevailing assumption in health care has been that women should simply endure the physical and psychological challenges associated with menstruation, pregnancy, and especially menopause. This belief, rooted in outdated gender norms, has led to a lack of investment in research, insufficient medical training, and inadequate workplace support for women experiencing these transitions.
Women’s health CEOs and advocates argue that this complacency is not only unjust but also economically damaging. “Complacency is not an option for women, and this extends beyond healthcare. This can initiate real change in retail... in every aspect of life,” said one industry leader.
The Career Toll: Menopause and Workplace Discrimination
Menopause, which typically occurs between ages 45 and 55, affects millions of women at the peak of their careers. Symptoms such as hot flashes, brain fog, fatigue, and mood changes can significantly impair daily functioning and job performance.
A recent study found that three-quarters of menopausal employees reported ongoing symptoms, with many feeling compelled to reduce their hours, change roles, or leave the workforce entirely-often at the height of their professional expertise. In the UK alone, an estimated 14 million working days are lost annually due to menopause and perimenopause, and one in ten women experiencing symptoms left their jobs in 2022.
Workplace discrimination compounds these challenges. Women have reported being passed over for promotions, harassed for visible symptoms, or even terminated due to menopause-related health issues. The stigma surrounding menopause, particularly for women from minority backgrounds, further exacerbates these negative experiences.
Economic and Societal Impact
The consequences of neglecting women’s health extend beyond individual careers. According to McKinsey & Company, closing the women’s health gap could yield an estimated $120 billion in annual global GDP gains, with menopause alone representing a potential 2.4 million annual disability-adjusted life years (DALYs) that could be improved through better care.
Yet, women’s health remains critically underfunded: less than 4% of health-care R&D funding is allocated to women’s health, and only 2% of healthcare investment is dedicated to female-specific conditions beyond cancer. This underinvestment persists despite the women’s health sector being projected to reach $60 billion by 20271.
The Role of Employers and Insurers
Employers are increasingly recognizing the need to support women through menopause and other life stages. Analysis of Google search data reveals a surge in queries related to “menopause in the workplace,” reflecting a growing demand for information and support. Companies that offer accommodations-such as flexible schedules, access to specialized health care, and educational resources-report improved employee retention, productivity, and morale.
Some insurers are beginning to respond. For example, AIA Australia recently launched the first menopause program for women aged 40–55, offering rehabilitation and support for those whose symptoms interfere with work and daily life. Such programs aim to empower women to manage their health proactively and return to work sooner, reducing the risk of chronic diseases later in life.
Closing the Gap: What Needs to Change
Experts agree that dismantling the outdated notion that women must endure suffering requires systemic change at multiple levels:
Redesigning Healthcare: Medical education and clinical guidelines must reflect sex-based differences, and research must prioritize female-specific conditions and experiences.
Investing in Women’s Health: Increased funding for research, innovation, and care delivery is essential to address the unique needs of women across their lifespan.
Workplace Policy Reform: Employers should implement menopause-friendly policies, provide reasonable accommodations, and foster inclusive environments where women feel supported and valued.
Public Awareness and Advocacy: Shifting societal attitudes through education and advocacy can reduce stigma and empower women to seek the care and support they deserve.
A Path Forward
The outdated health-care idea that women’s suffering is inevitable is not only scientifically unfounded but also economically and socially detrimental. As the workforce ages and more women remain employed into midlife and beyond, the urgency to address these gaps grows.
By investing in women’s health, redesigning care systems, and fostering supportive workplaces, society can unlock the full potential of half its population-benefiting individuals, businesses, and economies alike
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