Menopause in the Workplace: Verlinda DiMarino of Liberty Mutual Insurance On How Employers can be More Supportive of Women’s Needs

Menopause is a natural part of life, yet it remains a challenging topic in many workplaces. Many women face symptoms that can impact their work experience and performance, but few organizations have policies or resources in place to support them. How can employers create a more understanding and supportive environment? What steps can be taken to normalize and address the needs of women going through this stage? As part of this interview series, we are interviewing Verlinda DiMarino.

Verlinda is a seasoned professional with over 20 years of experience in employee benefits management and total rewards. Currently, Verlinda serves as the Head of Benefits at Liberty Mutual Insurance where she leads a team of Benefit professionals. She brings a wealth of knowledge and expertise in designing, implementing, and managing comprehensive benefits programs. Verlinda’s strategic vision has led to the development of innovative benefits packages that align with both employee needs and organizational goals, fostering a culture of total well-being. With a keen eye for industry trends and a commitment to excellence, Verlinda continues to drive initiatives that enhance employee engagement, retention, and overall organizational success.

Thank you so much for doing this with us! Before we dig in, our readers would like to ‘get to know you’. Can you tell us a bit about your background and your backstory?

I have spent more than 20 years in employee benefits and total rewards, and I currently lead the Benefits team at Liberty Mutual Insurance. I’m passionate about designing and implementing inclusive benefits programs that support employees at every stage of life. What motivates me most is knowing that thoughtful benefit design can assist in shaping a company’s culture, while directly improving employees’ wellbeing and financial stability.

Can you share a story with us about what brought you to your particular career path?

I was drawn to employee benefits because it sits at the intersection of people, purpose, and business. Early in my career, I saw how much benefits can influence an employee’s sense of security including their ability to care for their families, manage health challenges, and plan for the future.

Over time, I realized that benefits are more than plans and policies — they help people live healthier, more confident lives while enabling organizations to make smart and sustainable decisions.

What inspired you to focus on the issue of menopause in the workplace, and why do you believe it’s an important topic for modern organizations?

We know that success at work begins with supporting employees in every aspect of their lives, both personally and professionally. Our benefits, policies and programs are designed to meet employees where they are through every stage of life, including menopause.

We recognize that menopause is a significant transition that can impact the way employees show up at work and employers have an important role to play in supporting their needs.

By investing in our employees’ well-being, we help them feel seen, supported and equipped to navigate this stage of life. This enables them to bring their best selves to work and unlock their full potential, which is key to building a resilient and engaged workforce.

What are some of the most common symptoms or challenges women experience during menopause that can affect their work life? How can these be better understood by employers?

Recognizing that no two experiences are the same, our benefits, programs and resources are designed to support a broad range of employees’ needs.

Through a comprehensive employee listening strategy, we gather feedback on our offerings to better understand what our employees are experiencing and what they need to be successful. These insights help us refine, enhance, and introduce new offerings to ensure our support evolves alongside our employees.

We also partner closely with our seven Employee Resource Groups (ERGs), which are open to all employees and include more than 15,000 active members, to understand how we can better support their well-being. For example, WE@Liberty + Allies, our ERG for women and allies, played a key role in shaping recent additions to our benefits plan. Their feedback emphasized the need for holistic, all-in-one support through life stages such as family building, pregnancy, menopause, and midlife. Thanks to these conversations, we’ve been able to evolve our offerings to better meet the needs of our employees.

Many workplaces have policies for maternity leave or illness but lack support for menopause. What are some specific policies or practices that could help address this gap?

We regularly hear from employees how important flexible work arrangements, community support and inclusive benefits are. We’re committed to creating a workplace where all employees feel seen, supported and empowered, especially during life transitions that have been underrepresented in the workplace. We do this through:

Holistic Benefits:

Earlier this year we launched a new virtual health benefit that provides access to healthcare providers specializing in perimenopause and menopause symptoms and treatment options. The platform also provides resources like nutrition plans, tools to identify and understand symptoms and communities for employees to connect.

Employees also have access to a virtual physical therapy platform that provides dedicated one-on-one support from a qualified health coach and physical therapist trained to assist in alleviating menopause-related symptoms and beyond.

To help employees manage stress and support their mental well-being during this transition, we offer an Employee Assistance Program that provides twelve free sessions with local therapists, both virtually and in-person, to employees and their family members, as well as access to a mental well-being app offering meditations and self-care tools, and an online stress and sleep management program.

Community Support:

Our ERGs are important for providing community and support for all our employees. WE@Liberty + Allies, regularly organizes events, programs and coffee connects on topics like mental health, fostering allyship and reducing the stigma surrounding menopause to create an open and safe space to engage, share experiences and build connections.

Flexibility

Our hybrid culture supports work-life balance through a variety of flexible arrangements, including hybrid schedules, compressed workweeks, flex time, part-time roles, and designated hybrid-first weeks, providing the added flexibility employees may need to navigate this transition.

In your opinion, what are the biggest misconceptions or stigmas surrounding menopause, and how can workplace leaders work to dispel these among staff?

There’s a common misconception that menopause isn’t a topic that belongs in workplace conversations. In reality, it’s a multi-year transition that can significantly impact how employees engage and show up at work. Employers have an important role to play in making them feel seen, supported and valued during this stage of life.

Leaders can help by fostering open and honest conversations and treating menopause as a health and well-being topic. This includes offering inclusive benefits, training managers to respond with empathy and understanding, and creating spaces where employees feel safe sharing their needs and experiences. By recognizing menopause as an important part of employee’s well-being journey, organizations can reinforce their commitment to supporting them through all life stages.

How can training and awareness programs benefit managers and colleagues in understanding and supporting women going through menopause? Can you share examples of effective approaches?

Training and awareness programs play a big role in creating a workplace where employees feel supported, understood, and comfortable bringing their full selves to work. At Liberty Mutual, we know how important managers are in shaping that environment, which is why we provide them with our “Leading with Empathy” toolkit, a resource that helps leaders foster open conversations, lead with compassion, and connect employees to the support that matters most.

When employees can share their experiences, it builds stronger understanding, connection, and support across the workplace. Our Women’s Health Workstream, a subcommunity of our WE@Liberty + Allies ERG, provides a dedicated space for employees to connect, learn and navigate various life stages and transitions, including menopause. Through regular events and discussions, members share experiences, offer support, and explore the unique challenges of this time.

We also partner closely with our ERGs and their subcommunities to ensure members understand and can access the full range of benefits available to them. This includes walking employees through our offerings, hosting in-person events with vendor partners, and organizing virtual benefit fairs throughout the year, making it easier for everyone to make the most of the support we provide.

Can you please share “5 Ways Workplaces Can be More Supportive of Women Dealing With Menopause”? If you can, kindly share a story or example for each.

Normalize conversations around menopause: Menopause can be seen as a taboo topic, but creating space for open conversations helps reduce stigma and foster understanding.

Provide whole person health benefits: Provide employees with the tools they need to navigate this life stage and succeed inside and outside of work through a comprehensive suite of financial, physical, and mental health benefits, programs, and resources that reflect the range of employee experiences and support their total well-being.

Prioritize employee listening: Listening to employees and using their feedback to help shape policies and programs is key to building a culture of trust and belonging. When employees see their feedback reflected in our offerings, it signals to our employees that, as a company, we see you and support you.

Provide flexibility: Flexibility in the workplace plays a key role in supporting employees’ overall well-being, especially during life stages like menopause. Flexible work options give employees the space to navigate symptoms, attend medical appointments, and prioritize their well-being in ways that work best for them.

Prioritize ongoing communication around available resources: Employees’ lives evolve and change, and so do their needs, so it’s important to consistently communicate about tools and benefits so they can take full advantage of the resources offered.

How can businesses measure the impact of menopause-friendly policies on their workplace culture, employee satisfaction, or productivity?

Measuring the impact of workplace programs and policies requires a holistic strategy that captures the full scope of the employee experience. At Liberty Mutual we:

• leverage various benchmarks, market trends and available data to understand how our offerings align with employee needs and expectations.
• gather regular feedback through employee surveys, listening sessions, and employee-led groups to better understand how employees feel and what they need to be successful.
• monitor engagement metrics and usage data for our benefits and programs to understand if and how our employees are accessing our resources, and what is most important to their well-being.

Our Employee Resource Groups also offer valuable insight into employee sentiment and help guide enhancements, updates, or changes that reflect the evolving needs of our employees across all life stages.

Our strategy is continuously evolving to ensure we meet our employees where they are and provide a wide range of benefits, resources and tools to support them holistically.

Looking ahead, what is your vision for the future of workplace support for women’s health needs, including menopause? How can organizations lead the way in setting new standards?

As we look ahead, we will continue to address the needs of our workforce, including menopause, mental health, and other life-stage experiences that play a role in employee’s well-being. When they feel seen and supported, especially during transitional stages, they’re more likely to stay engaged and build long and meaningful careers at the company. That sense of connection and belonging supports both the success of employees and the long-term strength and success of the organization.

This was very meaningful, thank you so much. We wish you only continued success on your great work!

About the Interviewer: Shawna Robins is an international best-selling author of two books — Powerful Sleep — Rest Deeply, Repair Your Brain and Restore Your Life, and Irresistibly Healthy — Simple Strategies to Feel Vibrant, Alive, Healthy and Full of Energy Again. Shawna is the founder and CEO of Third Spark, an online wellness hub for women over 40 who want to reignite their sleep, reset healthier habits and respark their lives. Shawna is a sleep expert, hormone health expert, and a National Board-Certified Health and Wellness Coach (NBHWC). She has been featured on many podcasts including Dr. Mindy Pelz’s “The Resetter Podcast” and in Authority Magazine, Thrive Global, and The Huffington Post. You can follow her on Substack Facebook, Instagram and LinkedIn