09: The Menopause Penalty
EP. 09
Could we be on the brink of a public healthcare crisis? In this blog, I address a crucial issue: while menopause is an experience every woman will face, the current support systems are alarmingly insufficient. I’ll delve into how the “menopause penalty” impacts our health, relationships, finances, and careers, and why this could lead to a shortage of physicians available to support us.
Read on as I unveil startling statistics that underscore the urgent need for improved support in our workplaces and communities. My aim is to inspire you to advocate for more resources and to foster a supportive environment for women navigating this pivotal life transition.
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The Mid-Career Exodus: How Menopause Drives Women to Leave Their Careers Early
Currently, women make up 54% of medical school students—a significant improvement from the past. Yet, despite this achievement, the path to medical practice remains a lengthy one, often extending over a decade. By the time many women reach the six-year mark in their careers—an age when perimenopause typically begins—they may find themselves forced to cut back on their hours or even exit the profession. This is a trend that affects not only those in academic medicine but also those working in hospitals and community clinics.
As a physician and as someone who has witnessed these challenges firsthand, I see the same pattern emerging across a number of other industries, too. Women in tech and finance are also leaving their fields in significant numbers by their mid-thirties to forties, often due to overlapping pressures of career, family, and menopause. This pattern reveals a systemic issue that starts with the demands of motherhood and intensifies with the challenges of menopause.
The conversation around the "motherhood penalty"—where women’s pay and career opportunities diminish after having children—is well-known, but the "menopause penalty" is less discussed and equally critical. This penalty impacts our health, relationships, finances, and careers, and underscores a larger need for systemic change.
The True Cost of “The Menopause Penalty”
When the idea of “the menopause penalty” hit me, I couldn’t help but dig deeper into the research. A recent study from the Institute for Fiscal Studies in London, focusing on women in Northern Europe, revealed startling findings. According to the study, menopause impacts various aspects of women’s lives, leading to a 20% decline in earnings compared to pre-menopause levels. This statistic underscores a significant financial burden as women navigate this transition.
Shining even more light on this issue, a 2023 Mayo Clinic study estimated that women in the U.S. lose $1.8 billion annually due to decreased productivity and time away from work related to menopause. Additionally, women spend around $13 billion each year on managing menopause symptoms. When factoring in the gender pay gap, the financial impact becomes even more startling. Adjusting for this gap, the true cost rises to approximately $2.14 billion in lost earnings and $15.5 billion in personal spending during menopause.
These numbers are staggering, and they’ve made me reflect on how extensive the menopause penalty truly is. As an endocrinologist, I understand the health implications, but these statistics reveal how menopause affects many areas of life beyond just health.
The Four Key Areas Impacted by the Menopause Penalty
As I've had time to digest the research and reflect on my own experiences, it’s clear that the menopause penalty is far-reaching. From my perspectives as a wife, mother, leader, and clinician specializing in hormonal health, I’ve come to see the menopause penalty as a significant decrease in quality of life and opportunities across four key areas:
Health: Menopause brings numerous health challenges, which are well-documented but often overlooked in recent research. While many resources focus on the physical symptoms, there’s a need to reassess older studies and incorporate them into current discussions about women's health during menopause.
Relationships: The effects of menopause extend deeply into personal relationships. Women often experience isolation and strain in their interactions with partners, family, and friends. With menopause sometimes coinciding with their children’s puberty, the hormonal upheaval can further complicate family dynamics. According to a survey by AARP, about 60% of divorces in women occur in their 40s to 60s, highlighting the relationship pressures during this period.
Finances: Financial impacts are substantial, with research showing a 20% drop in earnings relative to pre-menopause levels. Women also face additional expenses for treatment, which can undermine financial stability and retirement planning.
Career: The career consequences of menopause are significant, especially for women in mid-career positions. Despite increasing numbers of women in the workforce, many face systemic challenges that impede their advancement. Women are underrepresented in leadership roles across industries, and the onset of menopause often exacerbates these barriers. Statistics reveal that while women make up a large portion of the workforce, they hold a disproportionately small percentage of executive positions.
Advocating for Better Menopause Support
Menopause is a universal experience—85% of women will face it. Yet, our current systems fall short in supporting women through this significant life transition. Historically, workplaces were designed by men during a time when traditional gender roles were the norm. Despite ample research showing that women excel as leaders and workers, the existing frameworks fail to address the unique challenges women face during menopause.
In the field of medicine, for instance, studies have shown that women physicians often achieve better patient outcomes. You’d think this would encourage women to remain in their careers, but the reality is quite different. Female physician turnover is higher than that of their male counterparts. According to a survey, 47% of women experience adverse impacts from menopause symptoms, leading 19% to take extended leave, 13% to consider quitting, and 15% to actually leave their jobs. Notably, senior leadership roles are most affected, with 44% of women who quit holding such positions.
The problem is systemic. Only 4% of employers offer benefits related to menopause, with most focusing narrowly on mental health and counseling. The existing support structures and job designs do not account for menopause, leaving many women without adequate medical care or structural support.
However, there is hope. Advocacy is growing among physicians challenging outdated views and pushing for better menopause care. Women are increasingly questioning the status quo and demanding more options. Female Chief Human Resources Officers are in a powerful position to drive change by advocating for comprehensive support systems for menopause in the workplace.
This is a call to action for all of us. Understanding the impact of menopause empowers us to advocate for ourselves and our colleagues. More awareness and better support can lead to real change. I hope this blog has provided you with insights into the profound effects of the menopause penalty and inspired you to advocate for improved resources and support. Together, we can work towards a future where women have the choices and support they need to thrive during this pivotal transition.
References
Working Paper - “The Menopause "Penalty" - Institute for Fiscal Studies
Impact of Menopause Symptoms on Women in the Workplace. Mayo Clin Proc. 2023
Understanding the Role of Menopause in Work and Careers - Korn Ferry