“The Change”: From Taboo to Tech Boom
For years, menopause (“the change”) was something women were expected to deal with quietly.
Not discussed at work (or even at home).
Not deeply supported in healthcare.
Not built into modern medical systems.
And now?
We’re watching an entire wave of companies like Midi Health, Elektra Health, and Maven Clinic step in to fill that gap by offering specialized care for perimenopause, menopause, and midlife health.
It’s impressive. And honestly way overdue.
Because the reality is:
Most doctors weren’t trained deeply in peri or menopause care.
Women were left to Google symptoms, normalize exhaustion, or be told “this is just part of aging.”
What’s different now is not just access...it’s acknowledgment. We’ve moved from “just get through it” to:
👉 understanding patterns
👉 treating symptoms
👉 thinking about longevity, brain health, heart health
👉 actually supporting women through this phase of life
As an HR leader, a health coach, and a cancer thriver, this shift is especially exciting to me. I’ve seen firsthand how much health (especially the parts we don’t talk about) impacts how people show up at work and in their lives.
From an HR lens, this isn’t just a health trend, it’s a workforce issue hiding in plain sight.
Menopause and perimenopause impact a huge portion of the workforce at peak leadership and expertise years. We’re talking about employees in their 40s and 50s (often your most experienced leaders, managers, and high performers). And yet, symptoms like brain fog, sleep disruption, anxiety, and fatigue are rarely acknowledged in the workplace, let alone supported.
That gap shows up in very real ways:
decreased productivity (that has nothing to do with capability)
disengagement or burnout
talented women quietly stepping back, or out, of their careers
From an HR perspective, companies like Midi Health and Maven Clinic signal a shift toward actually supporting this phase of life through benefits, education, and access to care.
But the bigger opportunity isn’t just adding a benefit.
It’s:
normalizing the conversation (just like we’ve started to do with mental health)
training managers to lead with awareness, not assumption
building flexibility into how work gets done
ensuring women don’t feel like they have to “power through” something that’s physiologically real
Because at the end of the day, this ties directly to retention, performance, and equity.
If half your workforce is navigating something that meaningfully impacts how they feel and function and your systems ignore it, that’s not just a personal issue.
That’s an organizational blind spot.
And maybe most importantly: we’re finally saying all of this out loud.
Some women know their bodies well, already have great providers or don’t need another app, platform, or subscription. But for many, companies like Midi Health provide women with a sense of being seen, heard, and supported in a stage of life that was once ignored.
That’s not just a healthcare shift. That’s a cultural one.
And for something that half the population experiences, it’s wild it took this long to get here. I can't wait to see what other progress can be made in women's health in coming years. #healthcare#women#wellbeing#medtech #leadtheway