How to be a male ally to your female colleagues during menopause

While 77% of men say they are “doing everything they can” to support gender equality at work, only 41% of women agree that their male colleagues are going a step further, according to research from Equimundo. World Menopause Awareness Month offers men the opportunity to take action and close this gap between allies.

Women ages 45 to 64 make up nearly 20% of the U.S. workforce, and they typically experience symptoms associated with menopause for seven to 14 years. Yet most workplaces fail this vast group of talented women at the height of their careers. And most of these women suffer in silence at work.

According to a 2022 Biote survey, 17% of women aged 50 to 65 admitted to quitting or considering quitting their jobs due to menopause-related issues. More than 87% of women indicate that they have not spoken to their employer or manager about their menopausal symptoms.

Why do women hesitate to talk about menopause-related issues at work? According to a 2023 Bank of America survey, one of women’s biggest concerns is that their male peers may no longer respect them or be able to do their jobs. This finding highlights the important role men can play in addressing this specific aspect of gender inequality.

There are five actions men can take to show their alliance for women when it comes to menopause.

1. Learn about menopause

Being an effective male ally around menopause requires understanding the stigma currently attached to this natural and inevitable health phase, especially in American workplaces. “Menopause can trigger both sexist and ageist biases about women’s leadership,” said Professor Brad Johnson, an expert on male allyship for gender equality, in a 2024 LinkedIn post.

So the first step to an effective ally among men is to get educated about what menopause is – and what it isn’t – and the challenges it can bring to women at work. Don’t ask your female colleagues to take on the responsibility of training you.

Male allies can also encourage their employers to provide educational opportunities. “An often overlooked area where companies can improve their gender equality and diversity policies is offering menopause training in the workplace,” says Kumud Gandhi, co-founder of Your Work Wellness, in a 2023 article on male allyship training.

“Many women may feel uncomfortable discussing their symptoms with their colleagues or managers, which can make it difficult for them to get the support they need,” says Gandhi. “By receiving training on menopause, men can help create a supportive work environment that recognizes and accommodates the challenges women may face.”

Male allyship doesn’t just mean showing up for these workouts. It means making sure that your male colleagues also show up.

2. Present the business case to your employer for menopause support

The ROI for employers offering menopause support is well documented, but not well known among business leaders. An impactful way men can demonstrate allyship is by bringing the business case to the attention of their organization’s decision makers.

The existing lack of menopause support is costing companies a fortune. Missed workdays due to unsupported menopausal symptoms are estimated to cause $1.8 billion in annual economic loss in the U.S., according to a 2023 Mayo Clinic report.

Yet menopause-related accommodations are typically inexpensive and highly effective. “The most common requests are for simple accommodations that provide the employer with a strong return on investment at relatively little cost,” said Professor Marcy Karin, director of the Legislation/Civil Rights Clinic at the UDC School of Law, via email.

Employers who provide menopause support can also gain a competitive advantage in recruiting and retaining top talent, advancing women’s leadership and improving brand ambassadorship. Nearly two-thirds of women in the BofA survey said they wanted menopause-specific support in their workplace. But according to a 2024 Mercer report, only 15% of U.S. companies offer menopause benefits.

3. After you’ve shown commitment, ask women what they need

By being well trained and showing commitment to the organization, you can destigmatize menopause in your workplace. This makes it easier for women to talk about how their employer can provide the most effective support.

“Respected leaders can make a world of difference. If they feel comfortable saying ‘menopause’ and talking about it openly, others will follow,” said Lt. Gen. Rob Magowan, deputy commander of Britain’s Strategic Command, in a 2021 interview. “It’s about listening, understanding, humility – not telling people how things are going, but responding and adapting.”

“The easiest way for men to be allies at work is to ask women what they want or need and then work to make it happen,” said Bradley Schurman, founder and CEO of Human Change, via e -mail.

A little compassion goes a long way. The Biote survey asked women, “What would you like your employer or manager to do for employees to help them manage menopause?” The most common responses included “be aware of what your employee is going through” and “offer kindness.”

4. Check company policies

Male allies can also encourage their organizations to audit their policies and practices to ensure equitable treatment of menopause.

For example, not all employer health plans cover menopause treatments, such as hormone replacement therapy, nutritional counseling and preventative screenings. Existing health and wellness offerings, PTO plans, healthcare expense accounts, and similar employee benefits must explicitly include and mention menopause-related care. An increasing number of providers are also offering menopause-specific employee benefits.

“Few of us are concerned when a male colleague in this age group needs support and accommodations for cardiovascular disease or prostate problems,” Johnson said, “let’s be equally considerate when some of our colleagues who are women need accommodations during menopause.”

5. Support research, health care and legislation on menopause

Male allies can also extend beyond the workplace to support public policy initiatives on menopause. In May 2024, a bipartisan group of 17 U.S. Senators introduced a federal bill calling for $275 million for research, training, education and awareness related to menopause. All seventeen sponsoring senators were women. And the rally in support of the bill was attended almost exclusively by women.

“Where are the men?” said Jack Tuckner, a women’s rights attorney and founder of the Tuckner, Sipser law firm in New York, in a telephone conversation. “Half of us are women, and the other half certainly care about the women in their lives, so when will we demand policies that recognize the full spectrum of women’s health needs as fundamental to gender equality, including menstruation, pregnancy, maternity and menopause .”