Activating the true potential of your workforce means understanding and championing the individual situations of every employee. More and more companies are looking to add neurodiversity inclusion to their DEI strategy to combat the talent shortage and create more equitable workplaces so women—and everyone—can thrive. 

Join this webinar to hear our panel of experts discuss: 

• How senior leaders can model empathetic leadership and authenticity to encourage, 

• The invaluable role of people managers in creating safe and supportive dialogues for neurodiverse employees, and 

• Why workplaces that actively support neurodiversity inclusion are more productive. 

Note: Please log in to the website with your Catalyst Supporter organization email to access registration. If you are NOT a Catalyst Supporter, please email us to proceed with payment and registration. For questions, please contact catalystevents@catalyst.org.

Speakers

Hilary McVey, Partner, Deloitte Canada

Samantha Schilling, Human Resources Director for the Engineering Function and Enterprise Centers of Excellence, Eaton

Moderator

Simona Fontanella, Senior Associate, Catalyst

The post Webinar Recording: Neurodiversity at Work: Recognizing and Welcoming This Aspect of Identity for Women and Everyone appeared first on Catalyst.

Our expert panel examine:

• Current trends in employee caregiving needs and their impact on retention, advancement, and workplace equity
• Innovative corporate policies that effectively support working parents and caregivers while driving business success
• Emerging public policy proposals and their potential implications for workplace benefits and support systems
• Evidence-based strategies for creating inclusive environments that enable caregivers to thrive professionally
• Practical frameworks for organizations to assess and enhance their caregiving support infrastructure

Speakers

Charlie Bonello, CEO & Founder, Vivvi

Molly Day, COO, Moms First

Liz O’Donnell, Founder of Working Daughter

Veronica Segovia Bedon, Program Management Director – Family Caregiving, AARP

Moderator

Kristin Milosevich, Director, US Supporter Success, Catalyst

The post Webinar Recording: Caregiving & Careers: Navigating the Evolving Landscape of Workplace Support appeared first on Catalyst.

Catalyst research shows that workplaces where manliness is “policed” and hypercompetitive behaviors are encouraged can take a negative toll on men’s emotional and mental health. This in turn impacts the organization’s overall health, increasing turnover and quiet quitting.

The challenge: Men are under immense pressure to be tough, confident, and aggressive at work — at the expense of other traits and behaviors.¹

Why is this happening?
Masculine stereotypes set the expectation that men are stoic, competitive, and take risks, which creates a narrow set of acceptable behaviors. The fear of losing status from not conforming leads to masculine anxiety, which is the distress men feel when they don’t think they’re living up to society’s rigid standards of masculinity.²

How big is this issue?
Workplaces with high levels of masculine stereotypes can also contribute to burnout, sleep issues, and poor psychological well-being. Men want change ─ 87% of men would prefer to work in environments that allow them to express empathy and kindness.³

Take action

Recognizing International Men’s Day can be a positive first step for HR and DEI leaders looking to create inclusive environments that promote mental well-being and equality for everyone. Here are three actions to take:

1. Promote mental health resources
   Use this day to highlight challenges men face and share the mental health resources and benefits available. Invite ERGs and other teams to have open discussions about mental health and to normalize seeking help.
2. Challenge harmful gender stereotypes and behaviors
   Share this research with leaders and host conversations that explore healthy examples of masculinity and inclusive behavior. Invite everyone to use this day to challenge stereotypes and encourage senior leaders to tackle negative workplace climates head-on.
3. Promote gender partnership
   Gender partnership is when people of all genders work together to create a more inclusive culture that benefits everyone. Discussion groups, cross-gender mentorship programs, cross-ERG events, and gender partnership trainings are all ways to begin to shift workplace norms.

Endnotes

1. DiMuccio, S. H., Yost, M. R., & Helweg-Larsen, M. (2017). A qualitative analysis of perceptions of precarious manhood in US and Danish men. Psychology of Men & Masculinity, 18(4), 331–340; Cejka, M. A. & Eagly, A. H. (1999). Gender-stereotypic images of occupations correspond to the sex segregation of employment. Personality and Social Psychology Bulletin, 25(4), 413-423; Prentice, D. A. & Carranza, E. (2002). What women and men should be, shouldn’t be, are allowed to be, and don’t have to be: The contents of prescriptive gender stereotypes. Psychology of Women Quarterly, 26(4), 269-281; Vandello, J. A. & Bosson, J. K. (2012). Hard won and easily lost: A review and synthesis of theory and research on precarious manhood. Psychology of Men and Masculinity, 14(2), 101-113.
2. DiMuccio, S., Sattari, N., Shaffer, E., & Cline, J. (2021). Masculine anxiety and interrupting sexism at work. Catalyst.
3. Brassel, S. (2024). How to reduce hostile, sexist behavior in frontline workplace. workplaces. Catalyst

The post Men’s mental health is suffering at work appeared first on Catalyst.

In this episode of Catalyst Breaks it Down, host Leora Tanenbaum, Senior Director, Editorial, joins Catalyst expert Ellie Smith, PhD, Director, Research, Catalyst Europe, to explore a critical yet often-overlooked area of employee wellness: menopause support in the workplace. 

Ellie shares insights from Catalyst’s latest research, revealing the top menopause-related benefits employees are seeking, from flexible working arrangements to medical coverage, and highlights the power of awareness and education sessions to open up conversations about women’s health. The findings show a valuable opportunity for companies to boost inclusivity and employee wellbeing by offering comprehensive menopause support. 

HR and business leaders can delve into Catalyst’s in-depth report, “HR guide to global workplace menopause support,” for actionable steps and data-driven strategies. Plus, Catalyst Supporters can see how Standard Chartered is leading by example with an effective menopause support program. 

Catalyst Breaks it Down is a video YouTube series where Catalyst experts dissect timely topics in gender equity and DEI, offering research-backed insights for today’s leaders. 

Get More Insights

Sign up to receive the C-Newsletter with more thought leadership, tools and events.

The post Catalyst Breaks it Down: How to build effective menopause workplace programs (Video) appeared first on Catalyst.

In this episode of Catalyst Breaks it Down, host Leora Tanenbaum, Senior Director, Editorial and Catalyst expert Kathrina Robotham, Director, Research explore Catalyst’s latest research on an often-overlooked aspect of employee wellness: menopause support in the workplace. 

Kathrina reveals the critical challenges menopausal employees encounter daily, from stigma to lack of accommodations, and explains why menopause support programs are not just a nice-to-have but a strategic advantage for companies. As companies compete fiercely to attract and retain talent, offering menopause-related benefits can provide a meaningful edge, showing employees that their well-being is truly valued. 

HR and business leaders can dive deeper into Catalyst’s comprehensive report, “Menopause support helps attract and retain top talent,” which unpacks the data and offers actionable steps for organizations. And for those wanting a real-world example, Catalyst Supporters can see how Standard Chartered has successfully integrated menopause support into their workplace. 

Catalyst Breaks it Down is a video YouTube series where Catalyst experts dissect timely topics in gender equity and DEI, making research insights actionable for today’s leaders.  

Get More Insights

Sign up to receive the C-Newsletter with more thought leadership, tools and events.

The post Catalyst Breaks it Down: Why supporting menopause in the workplace is essential (Video) appeared first on Catalyst.

Welcome to season 1, episode 7 of Breaking with Tradition, Catalyst’s podcast that explores trends and ideas that will impact the future of the global workplace. This episode is called AI and the Future of Pink-Collar Jobs.

As AI technology rapidly evolves, a troubling new gender gap has emerged, especially among younger workers: 71% of men ages 18-24 say they use generative AI weekly, compared with 59% of women. This gap threatens to widen existing disparities, especially frontline women in “pink-collar” sectors such as customer service, healthcare, and education.

Join host Victoria Kuketz as she chats with Ana Kreacic, Partner and Chief Knowledge Officer of Oliver Wyman Group and COO of the Oliver Wyman Forum, and Terry Stone, Managing Partner Global Health and Life Sciences and Former Managing Director, Americas, Oliver Wyman to discuss the urgent and important need for inclusive upskilling initiatives, incorporating AI into companies’ future vision, and tapping the leadership of Gen Z.

Tune in as we unpack how generative AI could both displace and empower, and what steps companies can take to create a more equitable future of work for all.

Host and guest

Victoria Kuketz, Director, Corporate Engagement, Canada, Catalyst

LinkedIn | Bio

Ana Kreacic is a Partner and Chief Knowledge Officer of Oliver Wyman and COO of the Oliver Wyman Forum – the think tank and platform for engaging business, public policy, and societal leaders to act on shared challenges. With over 20 years of consulting and operating experience, Ana is known for her ability to blend customer insight with business strategy and leadership effectiveness. A frequent speaker and author, Ana’s work has been featured in the World Economic Forum, Wall Street Journal, and MIT Sloan, to name a few. Ana is passionate about empowering women and youth.

LinkedIn | Website

Terry Stone is Vice Chair and Interim Global Lead taking on two strategic priorities for Oliver Wyman. One is as interim Global Leader for Health and Life Sciences focused on accelerating the growth of our Life Sciences businesses in the US and Europe. A second critical firm priority which Terry leads is a project for our CEO to accelerate the transformation of OW’s own business and operating model in response to Artificial Intelligence. Our priority is to identify how consulting overall, and our OW’s business is likely to be impacted by the opportunity and threats that AI creates for strategic advisory businesses.

LinkedIn | Website

In this episode

• 1:41 | Tell us about yourselves! Ana and Terry fill us in on what excites them as AI practitioners.
• 4:29 | The AI gender gap. Our guests break down the emerging AI usage gap between men and woman.
• 8:22 | “Pink-collar” sectors and AI. Terry defines what a “pink-collar” job is and how they’re perceiving new AI technology.
• 14:49 | Performing at the top of your license. How can we convince reticent AI users of its huge potential for positive change?
• 20:11 | AI tips & tricks. Terry reflects on her experience and what works on implementing AI policies at work. Ana brings in the “pink-collar” specificity.

Favorite moments

• 2:17 | Ana: For me, [the exciting part about AI] is the opportunity for positive change… It’s a time that requires a lot of reflection if we’re going to get it right.
• 3:21 | Terry: AI is going to be the single biggest, disruptive force or catalyst for change in business in my entire career.
• 11:50 | Terry: When [AI use is] done well, you can easily see 15-20% productivity improvements in key areas.
• 12:19 | Terry: There’s still a lot of fixation on AI as “driving efficiency.” I think the best companies are thinking about “How does AI serve as a catalyst for me to reimagine everything we do?”
• 15:25 | Ana: When ChatGPT was launched, all of the assessments said it was a very smart eight-year-old… Now we’re getting in the realm of it being an average, maybe C-level PhD student.
• 16:22 | Ana: If you look by gender, women on average will say that they are less aware, in the same company, of AI initiatives. They are less aware of changes their company has made. They are less likely to participate in trainings.
• 18:44 | Terry: The truth of the matter is, AI is going to impact your job. So, you getting smarter about AI will enable you to use it to do your job better… The more you lean in, the more you’ll get out of it.
• 22:02 | Terry: [When it comes to AI implementation], you have to think about both breakthrough business impact and things that are broad-based and easy but that make everyday users’ lives’ easier.
• 25:46 | Ana: How is it that 40% of Gen Z prefer an AI manager? Part of the reason is because they have no fear of asking any question to AI. And the way they ask the question, they know they’re not going to be judged for how they’re asking the question or what they’re asking about. Also, it’s available any time.

Mentioned on the Pod

• World Economic Forum: How to stop women falling behind on generative AI in the workplace
• Oliver Wyman Forum: How generative AI is transforming business and society
• Forbes: 46% of Gen Z leans more on AI than their managers, says new study

Research you can use

• Blog: Global CEOs share insights on AI implementation
• Blog: What is ‘responsible AI’? Panelists weigh in
• Blog: Leverage AI while avoiding its risks and biases
• Webinar recording: How to use generative AI free of gender and racial bias (Supporter Only)
• Explainer: Responsible artificial intelligence for inclusive workplaces (Supporter Only)
• Tool: Use AI to attract a more diverse candidate pool (Supporter Only)

Get the Latest Episodes

Sign up to receive the C-Newsletter with more thought leadership, tools and events

The post Episode 107: AI and the Future of Pink-Collar Jobs appeared first on Catalyst.

Watch an insightful overview of these resources, followed by a brief Q&A session where you can interact with Catalyst experts and ask questions about how we can best support you.

The post Recording: APAC Event: Empowering Frontline Employees with Catalyst Resources appeared first on Catalyst.

Foster inclusion 

Vivian Yoanidis, Senior Manager of Diversity, Equity, and Inclusion, Hydro One, highlighted a program on inclusion, respect, and psychological safety that more than 7,000 operations employees have experienced. “It’s all-day training and it really allows people to really have vulnerable conversations in brave spaces. …. And I’m very proud to say that we’re going to be working with our operations, our health and safety folks, and with HR to put a sustainable plan in place so that we can continue this work. So, it’s not just a one-and-done training session where we tick that box off, but we’re going to continue that journey and really integrate it into our day-to-day operations,” she explained. 

Invest in psychological safety  

Research demonstrates that DEI can lead to increased revenue, reduced costs, greater innovation, and increased employee engagement, productivity, and commitment. Debb Hurlock, Director, Inclusion, Culture & Leadership, Pembina Pipeline Corporation, discussed a powerful teambuilding event – a Women in the Field Summit – in the male-dominated power and gas industry.  

“And you know what I love about this experience is that we weren’t looking at business outcomes — it wasn’t framed in that way. We had the support of our business to do this, and what we focused on is let’s just create a space for women to connect to feel seen, to feel that they’re developing a sense of community, and let’s invest in them. That was it. So, we brought speakers. We held learning sessions. But the primary reason was for women to come together and feel connected and to really invest in their sense of safety: emotional, psychological, and physical safety.” 

Cultivate talent  

Simone Alleyne, Senior Director of Change & Strategic Alignment at McDonald’s Canada, began her career at McDonald’s on the front line in a restaurant 38 years ago. She said that their company phrase “from the crew room to the board room” summarizes not only her own experience but that of many others. “Our current president was a frontline worker. We have many people on our corporate staff who were frontline workers.” 

When pathways from the front line to other areas of the business are clear and encouraged through training and mentorship, workers are more likely to stay, according to the Catalyst research report 3 Ways Frontline Managers Can Improve Workplace Culture. “We have actually extended membership to our corporate WLN [Women’s Leadership Network] to our female restaurant managers. So, it now created this really tight bond between corporate women and restaurant women,” she said. In addition, “Our female owner-operators have also come together and created a women’s operator network. And this is their way of also creating a community mentoring new female operators as they’re coming into the system…Then the last thing I want to share is … 60% of our restaurants are actually run by women.”   

The audience broke into a round of applause at that statistic. They continued to robustly show appreciation for the three outstanding DEI professionals and their work sparking change and setting new standards for creating environments where everyone feels valued, respected, and empowered to thrive. 

Want to know about next year’s Catalyst Honours? Sign up now and we’ll email you when registration goes live.  

The post 3 strategies to improve frontline workplaces appeared first on Catalyst.

Organisations committed to advancing gender equity and increasing the representation of women in leadership understand the importance of supporting employees across the lifetime of their careers. But too often, one critical life stage is ignored: menopause.

Most people experience perimenopause and menopause around the ages of 45 to 55, which often coincides with when they are most likely to move into upper leadership positions.¹ When workplaces do not adequately support employees experiencing menopause, attrition rates can increase.² Employees who stay may experience a loss of productivity due to the wide range of symptoms that can occur, at a cost to both themselves and their organisations, which flexible workplace practices and more inclusive workplace policies can help alleviate.³

Why menopause support should be part of your overall DEI strategy

Misunderstandings, unfunny jokes, and overall stigma mean many people may feel uncomfortable or embarrassed discussing a “taboo” subject, especially at work.⁴ Menopause emerges at the intersection of age and gender, two aspects of identity that can cause women to face increased workplace discrimination and stereotyping.⁵ Indeed, women already face more severe age-based discrimination than men, a concept known as gendered ageism.⁶

Due to the stigmatisation of menopause and its alignment with aging, many employees are hesitant to ask for support and may face resistance to such requests. And research has found they may leave an organisation altogether — if they are not unfairly pushed out first.⁷ This domino effect can lead to a loss of valuable, experienced talent — especially as older women continue to make up a growing segment of the workforce — and send a negative message to all employees.

Understand how your company can craft its own policies to address menopause in the workplace by learning from Standard Chartered, a bank headquartered in the UK that has successfully incorporated approaches to support employees going through this life phase into its DEI strategy.

Standard Chartered: De-stigmatising menopause in the workplace

In October 2023, Standard Chartered announced that it was expanding coverage for treatment of menopause-related symptoms within its health benefits package to all colleagues and their partners. This development, which was well received by colleagues and external stakeholders, is just one of several initiatives that the bank has introduced to educate colleagues about menopause and support employees experiencing this transition.

The bank’s work raising awareness started after it conducted a large-scale survey on menopause in the UK financial services industry in 2021 in partnership with the Financial Services Skills Commission (FSCC) and the Fawcett Society, an independent association working with the UK financial sector. The results were startling and found that “women were less likely to want to progress into more senior roles, with as many as a quarter (25 per cent) of those experiencing menopause ‘much more’ or ‘somewhat more’ likely to leave work before retirement.”⁸

Although the research focused on financial services, Tanuj Kapilashrami, Chief Strategy & Talent Officer, was vocal about how menopause is a relevant and important topic for all industries globally and how there can be positive gains for organisations, industries, and economies if proactively addressed. Indeed, although menopausal employees are a fast-growing demographic in the workplace, they’re often faced with a lack of awareness of the issues they’re grappling with — which can have a huge impact on career progression and talent retention if there are no support mechanisms in place.

Affirming commitment and taking action

Menopause is considered a dimension of diversity by the Standard Chartered Diversity, Equity, and Inclusion (DEI) team (under the lenses of both generations and gender) and is also an area of focus within the Wellbeing team. Both teams are under the umbrella of Employee Advocacy, which is part of HR. While there is no formal sponsor for the menopause initiative, Kapilashrami has championed the agenda since the bank partnered with the Fawcett Society and FSSC on the initial survey.

As a signatory of the Wellbeing of Women’s Menopause Workplace Pledge, the bank formed the Menopause Working Group in 2022 to formalise its commitment to create an environment where women are free to discuss their experiences and feel supported. The group is chaired by Rebekah Heaven, Global Head – Future of Work & Advocacy Strategy, and is a cross-functional team. Members bring cultural lenses from across the bank’s diverse footprint and sit in teams such as Corporate Real Estate Services, Wellbeing, Legal, and Benefits, working closely with the DEI team. Members of the group are volunteers who are involved because of their passion and interest in raising awareness and ensuring the bank supports all people who are experiencing menopause or affected by someone experiencing menopause.

In February 2023, the FSSC held a follow-up session in London with Standard Chartered and other financial services companies. The Menopause Working Group was intentional in inviting men as well as women to attend, mindful that menopause in the workplace doesn’t just affect women. In particular, Heaven invited senior leaders who are men to attend and asked them to bring along colleagues to build their awareness. The session was very well received, with one colleague sharing that this was the most helpful session he had attended in over ten years at Standard Chartered as he had learnt so much on a topic he previously knew nothing about. Other men also reached out to ask how they could start a group for male allies. As a result, the Menopause Working Group created an allyship group with the Europe D&I Council and held a successful male ally workshop with an external speaker. The bank’s UK CEO Saif Malik began informally sponsoring this work, which established him as an important and visible male ally.

Internal culture change and impact

Standard Chartered is committed to improving the day-to-day experiences of colleagues managing menopause so they can bring their best selves to work. The Menopause Working Group continually examines ways in which it can better equip line managers to assist their teams and help foster a truly supportive and inclusive workplace for all. For example:

• A Menopause Conversation Guide was developed by the DEI team and championed by the Menopause Working Group to equip managers with tools and resources to have courageous conversations.
• An internal podcast was developed on menopause.
• Ongoing education and awareness events are hosted globally with the Menopause Working Group identifying and recommending external speakers.

In addition, each member of the Menopause Working Group acts as a menopause champion and helps to raise awareness of the initiative among other colleagues in their market or region. Interestingly, some markets that the Menopause Working Group thought would be resistant to talking about the topic — including India, Africa, and the UAE — have been some of the most receptive to the initiative. Male colleagues at all levels and regions throughout the organisation, as well, have been strong allies and extremely supportive — recognising the fact that menopause should matter to every one of us.

Another indicator of success is the different topics that are now being discussed more openly. Since many employees have become used to talking about menopause, it is not uncommon now to hear conversations about other aspects of women’s health, including fertility and polycystic ovaries.

One of the biggest impacts the initiative has had is the retention of top talent, specifically women in senior positions who either didn’t connect their symptoms to menopause or who weren’t comfortable sharing them with colleagues. Raising awareness of this issue has not only allowed Standard Chartered to retain talent, but also to build a reputation as an employer that cares about the wellbeing of every colleague. Addressing menopause in the workplace has become part of the employee value proposition for the company.

Global menopause benefits

A menopause provision has been added to Standard Chartered’s benefits globally, available to all employees regardless of their geographical location. This is important not only so that all employees are ensured equal treatment, but also because in places such as the UAE and Africa menopause is very expensive to treat medically. The global benefits were rolled out in 2023 and were added onto policies as they came up for renewal.

Other initiatives to support colleagues include:

• Period products in all office washrooms.
• Separate sessions by gender in India so that everyone feels comfortable participating.
• Ability to request a fan for an office desk.
• Opportunities to use sick leave, special leave, and compassionate leave, as needed, for menopause symptoms.

Significantly, since Standard Chartered is a completely hybrid workplace with no mandated days when employees must be in the office, employees can work from home as needed — be it to manage their own symptoms or offer support to a family member.

Next steps and challenges

The Menopause Working Group has plans for continuing its work, including:

• Continuing to host events. World Menopause Day, recognised annually on 18 October, garners a lot of attention, yet ongoing awareness is also important to sustain momentum.
• Focusing on the intersectional aspects of how menopause affects people from both a cultural and medical perspective.
• Exploring ways different groups within the bank can help provide more personalised support such as the opportunity to speak with a trained person.
• Raising awareness about other hormonal cycles aside from menopause, such as menstruation and fertility.

One challenge the Menopause Working Group faces is how it can encourage ongoing engagement with all these topics, especially among younger women across the organisation and those working in the US, where there is stigma around discussing menopause. Without making this a mandated program, the Menopause Working Group wants to be sure it is raising awareness with everybody.

Another challenge is creating a more formal measurement of how benefits are utilised. When they are first rolled out and accessed, there is a flurry of excitement. However, in respecting confidentiality, it can be hard to determine how widespread the adoption of resources is.

Continue to make progress

Cultivating a culture of compassion and normalising conversations around menopause are essential in facilitating employees’ journeys through this life stage, particularly within societal contexts where such discussions remain taboo. Companies are making progress: just over half of financial services firms in the UK now demonstrate senior leadership support in addressing issues surrounding menopause in the workplace.⁹ Menopause is not just a women’s issue. Menopause transition is an important topic that matters to everyone.

Getting started: Building a successful menopause strategy

Normalise the conversation

• Enlist allies, including men, to support organisational efforts to start conversations and reduce stigma around menopause.
• Attend or offer to host events related to menopause both internally and externally to raise awareness and further the discussion.
• Provide educational material on your company’s intranet or post in company breakrooms or other visible locations.

Integrate menopause into other programs

• Include other stakeholders early in the process who will be key in crafting a successful and thoughtful menopause strategy.
  • Menopause should be an important consideration in your organisation’s DEI policy.
  • People and culture teams should be enlisted to help craft employee benefits related to menopause.
  • Employee Resource Groups can be enlisted to help plan events and educate employees.
• Offer counselling services or consultations with experts through your Employee Assistance Program.

Don’t forget frontline employees

• Employees working onsite should be included in conversations about the support they may need. Some common requests include:
  • Expanded sick leave and flexible working arrangements.
    • Consider giving employees several smaller breaks instead of offering one large one.
  • Fans, cooling rooms, and/or private rooms.
  • Easy access to restrooms.
  • Cold water, towels, and tissues to help with perspiration.
  • Uniforms, if required, made of technical or breathable fabric.

By integrating thoughtful measures around menopause, organisations can support employees and help build a stronger pipeline to senior leadership by retaining women through this life stage.

Endnotes

1. Patterson, J. (2020, February 24). It’s time to start talking about menopause at work. Harvard Business Review.

2. Burden, L. (2021, June 18). Women are leaving the workforce for a little-talked-about reason. Bloomberg.

3. Tinebra, M. (2024, April 12). How to build a menopause-inclusive workplace. Forbes.

4. Reitz, M., Bolton, M., & Emslie, K. (2020, February 4). Is menopause a taboo in your organization? Harvard Business Review.

5. Manzi, C., Sorgente, A., Reverberi, E., Tagliabue, S., & Gorli, M. (2021). Double jeopardy – Analyzing the combined effect of age and gender stereotype threat on older workers. Frontiers in Psychology, 11.

6. Duffett, J. (2023). Inclusion at every stage: Addressing gendered ageism: Topic overview. Catalyst.

7. Kale, S. (2021, August 17). ‘My bosses were happy to destroy me’ – the women forced out of work by menopause. Guardian.

8. Menopause in the workplace: Progress and priorities. (April 2023). Standard Chartered and Financial Services Skills Commission.

9. Menopause in the workplace: Progress and priorities. (April 2023). Standard Chartered and Financial Services Skills Commission.

The post Menopause support in the workplace is smart business appeared first on Catalyst.