Progyny's midlife and menopause support goes global

• Key insight: Learn how global, personalized menopause benefits can reduce work disruption and continuity issues.
• Supporting data: 37% of symptomatic women report work impacts; 84% say they want employer support.
• Forward look: Prepare for integrated reproductive-lifecycle benefits becoming standard in global employee packages.
• Source: Bullets generated by AI with editorial review

Every woman's experience with menopause is different, but all face the risk of its symptoms impacting their work. To cover the medical, professional and cultural challenges women face, benefit leaders should introduce personalized support with tailored offerings. 

In a global survey, 37% of women who have experienced moderate to severe symptoms like mood swings, hot flashes and other physical and mental changes said their work has been impacted, according to Catalyst, a gender equity and inclusion nonprofit. Overall, 84% want more menopause support from their employer. 

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To answer this widespread call, Progyny has recently expanded access to its menopause program beyond the U.S., making it available to clients in over 120 countries. The platform stays up to date on various regional requirements and cultural understanding, empowering employers to serve women no matter where they're from, says Jenny Saft, Progyny's GM of global markets.  

"Every woman goes through this, and it's important that employers bring in a [benefit partner] that makes sure wherever employees are, they have the support that's needed to do their work," Saft says.   

Progyny reviews local healthcare system offerings, regulations and cultural norms, allowing its global care advocates to customize their interactions with employee members. All members get access to monthly check-ins, a country-specific navigator, as well as education resources for areas including symptoms, mental well-being, relationships and work-life balance. Advocates can also help members find local specialists for in-person support. Saft notes that having multiple types of access means women have the autonomy to seek care even if they or those around them consider the subject off limits for public discussion.   

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Comprehensive support and conversation

Whether a woman starts interacting with Progyny during the family-building stage, menopausal stage, or anywhere in between, there is comprehensive mental and physical health support for her current and future needs, says Saft. The ability for employees to stick with one platform long term means seamless engagement and trust on their part, and fewer point solutions for benefit leaders to manage.    

"You get all the resources you need for whatever's coming next," says Saft. "There can also be things that happen at the same time — you can be in your postpartum stage, but also in perimenopause. It's important to understand that a lot happens around the reproductive system of women [and] it's all connected. Being able to support [them] throughout these different stages just makes sense."

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Going beyond benefits, Saft encourages employers to improve women's workplace experience by inviting them into conversations with events such as meetings or webinars about women's health. She also urges leaders and workplace champions of this topic to share any personal experiences, such as navigating IVF or managing menopause symptoms.  

"When you have a leader in the company speaking up first, it moves the needle for people to open up and share their stories as well," she says. "It's powerful, and you can use whatever is happening in that meeting, or in a webinar, to then go to your decision makers in the company and say, 'Look, [you may not] see it, but our employees are struggling with this.'"