In a world where women earn on average only 84 cents to a man’s dollar, they face various hurdles throughout their careers. From the initial gender pay gap to the motherhood “child penalty,” recent studies suggest another challenge – the “menopause penalty.”
A groundbreaking study conducted by economists from the University College London, University of Bergen, Stanford University, and University of Delaware, reveals a startling trend. Following a menopause diagnosis, women experience a significant decline in earnings, starting at 4.3% and escalating to 10% over four years.
To arrive at these findings, researchers sifted through vast datasets from Sweden and Norway. By focusing on women born between 1961-1968 who received a menopause diagnosis between ages 45 and 55, the study delves deep into the economic implications of menopause on women’s lives.
Lead author and UCL professor Gabriella Conti explains that nearly one-third of women in menopause receive a formal diagnosis, highlighting the severity of their symptoms. This study differentiates itself by examining women with documented medical conditions, akin to the child penalty focusing on tangible factors like childbirth.
The impact of menopause on earnings isn’t just financial – it directly affects work productivity. Symptoms like fatigue, headaches, and stress often lead to decreased performance and fewer working hours. Notably, the research indicates a 4.8% increase in disability insurance claims post-menopause diagnosis, showcasing how symptoms alter women’s work behavior.
While the study only covers Scandinavia, Conti asserts that the broader implications are universal. Workplace attitudes, access to healthcare, and support systems all influence how women navigate menopause. By fostering menopause-friendly environments, businesses can mitigate the economic fallout for women.
Ultimately, the researchers call for greater awareness, support, and healthcare access for menopausal women. Every woman experiences menopause uniquely, and tailored information and care can reduce the impact of the menopause penalty. By empowering women with knowledge and resources, we can create more inclusive and supportive workplaces for all.
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