We are witnessing a workplace dichotomy that presents an opportunity for progressive employers in the war on talent. Put simply, the menopause typically affects women between the ages of 45 and 55, which correlates directly with the average age of a board director. Despite the numerous studies that show how gender-diverse boards can bring huge benefits to companies, there remains a significant shortage of women in these positions.
The scale of under-representation
According to a report by Deloitte, females hold around 17.9 per cent of board seats globally in publicly listed companies. This demonstrates that there is still a significant gender gap in boardroom representation. Currently, the global industry is discounting 80 percent+ potential knowledge and expertise by failing to address the lack of female presence on boards.
It is important to note that there are regional variations and in the UK, women make up 37 per cent of the board directors in FTSE 100 companies (Chartered Institute of Professional Development – CIPD). While progress has been made in the UK, women still face barriers in reaching senior leadership positions; only 17 per cent of executive directors in FTSE 100 companies are women (CIPD). This demonstrates the persistent gender disparity at the highest levels of leadership.
The benefits of a gender-balanced boardroom
Companies with diverse boards tend to outperform those with less diverse boards. Research shows that organisations with women holding at least 30 per cent of board positions have a higher return on equity (McKinsey & Company). Factors include improved decision-making, better financial performance, enhanced innovation and stronger governance.
Board directors tend to be in their 50s or older, bringing a wealth of professional experience and expertise to the table. Many directors have held executive positions or have extensive leadership experience in their respective fields, and typically have a deep understanding of the industry in which the company operates. They may have worked in the same or related sectors and have a comprehensive knowledge of market dynamics, trends, and challenges.
Many organisations and industry initiatives that recognise these benefits are actively working to increase female board representation. These include board diversity targets, leadership development programs for women, mentorship and networking opportunities with advocacy for gender equality in corporate governance.
The impact of menopause on female participation
The impact of menopause on women’s working lives is often overlooked. Approximately 8 out of 10 women experience menopausal symptoms and 50 per cent find it difficult to cope with these symptoms while at work (CIPD).
Menopause-related symptoms can contribute to increased absenteeism and presenteeism. A study found that 75 per cent of menopausal women experienced a negative impact on their work as a result of these symptoms (CIPD). Research shows that 90 per cent of women said flexible working would help them to manage their menopause symptoms (CIPD).
The opportunity for employers
It would seem obvious that companies should prioritise addressing one of the most significant factors affecting women’s physical and mental health – the menopause. However, only 25 per cent of organisations have a menopause policy or guidance in place (CIPD). This highlights the need for employers to proactively address the specific needs of menopausal employees.
There is a great opportunity for companies to do better to attract, retain and support female talent and experience in the workplace. Indeed, the UAE has mandated positions for women on private joint-stock company boards from 2025. Supporting women going through menopause and promoting gender diversity on boards are essential for creating inclusive and progressive workplaces.
By addressing the specific needs of menopausal employees and implementing measures to increase female representation, organisations can cultivate a culture of equality, enhance innovation and drive sustainable success. It is crucial for employers to take proactive steps to better support women and create a more diverse workforce.
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