Menopause in the Workplace: Companies in India Are Taking Action

Menopause has long been a sensitive topic, often avoided both at home and in the workplace. However, several companies in India are now taking steps to support women during this significant phase of life, aiming to prevent them from leaving their jobs due to menopause-related challenges.

Organizations such as HSBC India, IBM, Hindustan Unilever Limited (HUL), Standard Chartered Bank, NatWest Group, and Intuit are leading the way. They are implementing various initiatives to make menopause a normal subject of discussion. These measures include raising awareness, expanding medical coverage to address menopause-related health issues, providing access to specialists and mental health support, and offering flexible work policies to help women manage this transition more comfortably.

Shivshanker SV, the Head of Human Resources for India and South Asia at Standard Chartered Bank, highlighted the importance of this support: “For many women, menopause transition occurs between the ages of 45-55 and coincides with the point at which they could take up senior leadership roles. Those experiencing menopause are less likely to apply for a promotion or take on additional responsibilities or in extreme cases, even drop out of the workforce—making menopause an important life stage to support our colleagues through.” To address this, the bank organizes internal events, runs awareness campaigns, provides toolkits for leaders, and offers counseling support. They have also expanded their medical coverage to include treatments for menopause-related symptoms.

Studies indicate that the average age for menopause among Indian women is approximately 46.2 years, which is about five years earlier than the average for Western women. This early onset can lead to various physical and emotional changes, potentially impacting work performance and overall well-being.

Archana Chadha, Head of Human Resources at HSBC India, emphasized the need for understanding and support: “We understand that menopause will have a direct or indirect impact on everyone at some point. We want all colleagues to feel understood and supported, as well as equipped to support others who are going through menopause. Hence, it is important for us to normalise menopause.” HSBC India provides medical coverage, health sessions, and 24/7 access to doctor consultations for employees and their families to assist during this transition.

HUL integrates its menopause-related initiatives within a broader framework of equitable policies. Anuradha Razdan, Executive Director of HR at HUL, stated: “At HUL, our equitable policy approach ensures that we support our employees across all life stages. Our flexible work options, group medical insurance, and unlimited sick leaves cater to all diverse needs, including that of women going through menopause.”

IBM is also proactive in this area. Prachi Rastogi, Diversity & Inclusion Leader at IBM Asia Pacific, shared: “As a progressive and diverse organisation, we don’t want to lose women employees during this life stage. The solution is in normalising menopause and talking about it at the workplace, driving awareness around it.” Over the past year, IBM has conducted around 15-16 awareness sessions on menopause and plans to launch a series featuring employees who wish to share their experiences.

NatWest Group India offers resources like JAAQ at Work, a well-being platform, and the ‘Peppy’ application, which provides support for employees and their partners at any stage of menopause.

Intuit has introduced a specialized support platform called Maven. This platform connects employees with in-app communities to foster understanding about menopause. It also offers 24/7 virtual access to menopause specialists, including dedicated mental health support. Jharna Thammaiah, Director & India Site People & Places Leader at Intuit, noted: “By creating a supportive environment for women during this transitional phase, companies not only promote inclusivity and support but also demonstrate a commitment to equality and well-being. This can lead to the retention of talent, promotion of gender diversity in leadership positions, and overall improvement in organisational performance.”

Despite these advancements, addressing menopause in the workplace is still a developing concept in India. Prawal Kalita, Managing Director of Mercer Marsh Benefits—India Leader, observed: “Some forward-thinking organisations are starting to recognise its importance. However, a significant portion of companies haven’t implemented specific initiatives for menopause.” He emphasized that supporting women through menopause is essential for retaining experienced employees, enhancing productivity and well-being, and strengthening employer branding to attract and retain female talent.

These efforts by various companies aim to break the silence surrounding menopause, providing much-needed support to women and fostering a more inclusive and understanding workplace environment.

Full Credit to: Breaking the menopause taboo: How a bunch of companies in India are raising awareness and providing support [Economic Times]