How To Be A Male Ally For Your Female Colleagues Around Menopause

While 77% of men report doing “everything they can” to support gender equality at work, only 41% of women agree that their male colleagues are stepping up, according to Equimundo research. World Menopause Awareness Month provides an opportunity for men to take action and narrow this allyship gap.

Women ages 45 to 64 make up nearly 20% of the U.S. labor force, and they typically experience menopause-related symptoms for seven to fourteen yeas. Yet most workplaces are failing this enormous group of talented women during the peak of their careers. And most of these women are suffering in silence at work.

Among women ages 50 to 65, 17% admitted quitting or considering quitting their job due to menopause-related challenges, according to a 2022 survey by Biote. Over 87% of women said they had not spoken to their employer or manager about their menopause symptoms.

Why are women hesitant to talk about menopause-related challenges at work? One of women’s top concerns is that their male peers may no longer respect them or perceive them as able to do their jobs, according to a 2023 Bank of America survey. This finding highlights the important role that men can play in tackling this particular aspect of gender inequality.

There are 5 actions that men can take to demonstrate allyship for women when it comes to menopause.

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1. Get Educated About Menopause

Being an effective male ally around menopause requires an understanding of the stigma that currently attaches to this natural and inevitable health phase, particularly in U.S. workplaces. “Menopause can trigger both sexist and ageist bias about women’s leadership,” said professor Brad Johnson, an expert on male allyship for gender equity, in a 2024 LinkedIn post.

So the first step to effective male allyship is to get educated about what menopause is—and is not—and the challenges that menopause can create for women at work. Don’t ask your female colleagues to shoulder the responsibility of educating you.

Male allies can also encourage their employers to provide educational opportunities. “One frequently overlooked area where companies can improve their gender equality and diversity policies, is providing menopause training in the workplace,” said 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,” said Gandhi. “By receiving training on menopause, men can contribute to creating a supportive work environment that acknowledges and accommodates the challenges women may face.”

Male allyship means not just showing up for these trainings. It means ensuring that your male colleagues show up as well.

2. Make The Business Case To Your Employer For Menopause Support

The ROI for employers providing menopause support is well-documented, but not well-known among corporate leaders. So an impactful way for men to demonstrate allyship is to bring the business case to the attention of their organization’s decision makers.

The existing lack of menopause support is costing businesses a fortune. Missed work days due to unsupported menopause symptoms cause an estimated $1.8 billion of 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 modifications that provide the employer with a strong return on investment for relatively little cost,” said professor Marcy Karin, Director of the Legislation/Civil Rights Clinic at the UDC School of Law, via email.

Employers that offer 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 at their workplace. But only 15% of U.S. companies offer menopause benefits, according to a 2024 Mercer report.

3. After Demonstrating Commitment, Ask Women What They Need

Becoming educated and demonstrating organizational commitment will help destigmatize menopause in your workplace. That will enable women to more comfortably 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 openly about it, others will follow,” said Lt General Rob Magowan, Deputy Commander of the UK Strategic Command, in a 2021 interview. “It’s about listening, understanding, humility—not telling people how it is, but responding to them 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 those a reality,” said Bradley Schurman, Founder and CEO of Human Change, via email.

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

4. Audit 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 treatment, such as hormone replacement therapy, nutritional counseling, and preventive screenings. Existing health and wellness offerings, PTO plans, health care spending accounts, and similar employee benefits should explicitly include and mention menopause-related care. An increasing number of vendors are also offering menopause-specific employee benefits.

“Few of us bat an eye when a male colleague in this age range requires support and accommodation for heart disease or prostate problems,” said Johnson, “let’s be equally thoughtful when a few of our colleagues who are women require accommodation during menopause.”

5. Support Menopause Research, Healthcare, And Legislation

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

“Where are the men?” said Jack Tuckner, a women’s rights attorney and founding partner of the Tuckner, Sipser law firm in New York, in a phone conversation. “Half of us are women, and the other half surely 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.”