Get a head on talent management.
The world's demographics are leading to lower birth rates and an aging population. It is evident that there will be significantly more working women in menopause in the future. This makes well-educated women an important success factor for the economy, especially considering the growing shortage of skilled workers.
Companies need to recognize that demographic trends and the menopause can have a negative impact not only on a woman's personal life, but also on a company's success. Even now, retiring employees often cannot be replaced by new skilled workers. When many women also end their careers prematurely due to menopausal symptoms, the hardship is greater than expected.
What this means for business and HR executives is that they need to broaden the focus of their HR strategy to meet these challenges and to use targeted measures to support, motivate and retain their female employees. It is worth the investment in long-term employee retention, not least through good midlife care programs.
Employee health affects your success.
There are economically relevant health factors that no one expects - such as sudden global pandemics like COVID-19. The menopause of your employees, on the other hand, is a natural phenomenon that is clearly expected and can be managed positively. However, it is not a topic that has found its way into corporate talent management. Focus on midlife care:
- Starting in the late 30s, the female body begins to prepare for menopause.
- For some women, this can be associated with significant health issues, which can even lead to exit.
- Men also experience physical changes and health problems as they age. However, the so-called andropause does not start until around the age of 50.
Midlife care: an investment that pays off.
Investing in midlife care is a good reason to address the following questions: How does menopause affect female employee productivity? What does it mean for the strength of your talent pool? And: Is your pool of female leaders, especially at the executive level, as strong as you think it is? If not, do you have the culture and tools to fix it?
I can work with you to address these questions and to develop targeted solutions. Take action:
- Secure the performance of your employees and the long-term success of your organization
- Maximize the potential of your female employees
- Retain valuable female talent
- Enhance your attractiveness as an employer
