Why Menopause Is the Missing Metric in Workplace Well-being

Chandigarh, July 09, 2026: Despite the progress India Inc. has made on diversity and inclusion, one important phase in a woman’s life continues to remain largely invisible in workplaces: menopause. This is not because it is uncommon, but because it lies at the intersection of biology, mental health, and workplace culture, areas that organisations have often struggled to address together, Dr. Divyang Doshi, Chief Medical Officer, Godrej Industries Group and Priyanka Jaswal, Mental Health Specialist, Godrej Industries Group.

Menopause is generally perceived as an event that is confined to physical issues like hot flushes, tiredness, and difficulty sleeping. But there is much more to menopause than physical effects. The changes that occur during this period affect not just one’s health, but also her cognitive functioning and psychological stability. It is not uncommon for many women to feel anxious, mentally foggy, irritable, and lack self-confidence.

The importance of this transition lies in the timing aspect. This is because menopause takes place during mid-career, an age where women are supposed to become leaders who should be able to manage their team members and make strategic contributions.

The effect does not necessarily make itself known in this manner. Instead, the organisations may see lower levels of participation, decreased confidence, and lack of engagement. In fact, some women may actually avoid career advancement altogether, not due to a lack of ability, but rather a lack of support.

Making the situation worse is the fact that each woman’s body reacts uniquely to the menopausal condition. There are those who might suffer from very mild symptoms, while there are those who struggle with chronic fatigue, anxiety, lack of sleep, and mental fogginess.

The case is further exacerbated by cultural silence on menopause in India. Discussions of the topic are few, and a majority of women feel compelled to keep quiet about their troubles to avoid being seen as weaker. This can lead to eventual burnout and decreased productivity and loss of skilled personnel.

For diversity, equity, and inclusion, this is an important gap. Companies have worked to recruit and develop women’s talents, yet retaining women in leadership positions has been difficult for organisations. Ignoring menopause ignores one of the many aspects that influences the career paths of established individuals.

Real inclusion calls for more awareness from the leaders, access to health care and mental health care, as well as flexible working practices that consider the changing needs. At the same time, another critical aspect to consider is to measure what usually goes unnoticed.

Inclusion is not just hiring women but making sure that they can remain and develop as leaders. Talking about menopause is not just empathic but necessary in order to retain talent, ensure that leadership is gender-inclusive and secure future success for your company. We must break the silence on menopause once and for all.