Medicine for men has ignored millions of women in Scotland for hundreds of years, says Karen Orr.
A woman’s place in society has been a perpetual struggle, and for far too long, that struggle has been compounded by a willful ignorance of a natural biological process: menopause. The medical establishment and corporate world, products of a capitalist system built on male-dominated structures, have consistently failed to take this crucial phase of a woman’s life seriously. The result? Millions of women across the world suffering in silence, their health and careers undermined by a system that simply hasn’t deemed their experience worthy of attention.
Stages and symptoms of menopause. Estrogen level average percentage from the birth to the age of eighty years. Medical infographic useful for an educational poster graphic design. Vector illustration.
A Systemic Failure
From the dawn of industrial capitalism, a woman’s value was primarily measured by her reproductive capacity and her ability to serve as a domestic anchor. Menopause, a transition that signals the end of this reproductive phase, was—and often still is—seen as a decline, a problem to be endured or, at best, a niche medical issue. Health professionals, predominantly trained in a patriarchal medical framework, have historically lacked the education and understanding to treat menopause holistically. Studies have shown that a shockingly low percentage of obstetrics and gynecology residents receive formal training in menopause medicine. This isn’t an accident; it’s a symptom of a deeper, systemic disregard for women’s health issues that don’t fit neatly into the “birth and reproduction” narrative.
This neglect is further compounded by the free-market ideology that underpins capitalism. Menopause isn’t a single, acute condition that can be easily packaged and sold as a quick fix. Instead, it’s a complex, multi-symptom transition that requires comprehensive, long-term care. The pharmaceutical industry, while it has developed some treatments, has often focused on a narrow, one-size-fits-all approach, driven by the profit motive rather than genuine patient well-being. And the broader corporate world has been even worse. The notion of a “menopause-friendly workplace” is still a radical concept for many companies, which would rather see a woman step back or leave her job altogether than provide the accommodations—from flexible working to better temperature control—that would allow her to thrive. The economic cost of this neglect is staggering, with lost productivity and premature exit from the workforce costing national economies billions.
Learning from Democratic Socialism
So, what’s the answer? A shift in our entire approach to health and work. We can learn a great deal from the democratic socialist models of care found in Scandinavian societies—countries that prioritize collective well-being over individual profit. These nations have long recognized that a healthy, supported workforce is the foundation of a strong economy, and that includes ensuring women are not left behind.
In countries like Sweden, the approach to menopause care is more integrated and preventative. It’s not about waiting for a woman to suffer and then offering a single, often inadequate, solution. Instead, there’s a greater emphasis on education and early intervention. Primary care, including district nurses, plays a crucial role in providing women with information and support, making menopause a topic of open discussion rather than a private shame. The focus is on a holistic model of care, bringing together a range of specialists—from gynecologists and endocrinologists to mental health professionals—to address the wide-ranging physical and psychological symptoms.
Furthermore, the social contract in these countries extends to the workplace. Trade unions and government policies often work in tandem to ensure that workplaces are not only understanding but actively supportive of women going through menopause. It’s about recognizing that this isn’t a personal failing, but a health issue that requires collective responsibility. This isn’t about handouts; it’s about smart policy that retains skilled, experienced workers and builds a more just and equitable society.
We must reject the notion that women’s health is a luxury or a niche market. It’s time to build a system that supports women throughout their lives, not just when it’s convenient or profitable. By embracing a more democratic socialist approach, we can finally give menopause the seriousness it deserves, not just for the well-being of women, but for the health of our entire society.
The article draws on a range of sources, including academic research, government reports, and journalistic accounts, to support its claims. Key sources and evidence include:
On the lack of medical training for menopause:
- Studies have repeatedly shown a significant gap in formal menopause education for healthcare professionals, particularly within obstetrics and gynecology residency programs. Research indicates that a large percentage of OB/GYN programs lack a dedicated menopause curriculum, and many residents report feeling unprepared to manage menopausal symptoms.
On the economic and workplace impact of menopause:
- Numerous reports and surveys from organizations like the Chartered Institute for Personnel and Development (CIPD) and BUPA have highlighted the significant negative impact of menopausal symptoms on women’s work lives. These reports cite statistics on women leaving the workforce, reduced productivity, and the reluctance of many women to discuss their symptoms with employers. Government reports, such as those from the UK’s Women and Equalities Committee, have also explored the financial costs of this neglect.
On the Scandinavian model of care:
- The discussion of the Scandinavian approach is based on research into healthcare systems in countries like Sweden. This research points to a more integrated, preventative, and holistic model of care that emphasizes the role of primary care (e.g., district nurses) and multidisciplinary teams. It also highlights the greater societal recognition and workplace support for women’s health issues, which are often supported by a stronger social welfare system.
