Empowering the Change: Supporting Women Navigating Menopause
When I was a teenager, peri/menopausal women were often the subject of jokes because they spoke about it ‘too much’ (imagine a Cissy and Ada sketch!). A (good) few years later, I am so pleased that peri/menopausal women kept speaking out but I’m sorry they weren’t really listened to although, thankfully, something has shifted in the past few years. The menopause and its effects are being spoken about much more and it’s beginning to be taken seriously.
It’s funny really. We’re taught all about what will happen to us in our teenage years, but no one is ever taught about what happens to us later in life – regardless of whether or not the menopause is part of that! According to a UCL study conducted in 2021, “More than 90% of postmenopausal women were never taught about the menopause at school and over 60% only started looking for information about it once their symptoms had started.” People Management suggests “educating women about menopause from the age of 35”! I respectfully disagree, it should be in the school curriculum because EVERYONE needs to understand what can happen – not just those that may go through it personally. We will all be close to someone that is going through it at some point. Whether that’s a friend, family or more importantly in this context, someone we work with.
Personnel Today highlighted research that found that “almost two-thirds of men across various sectors admitted they did not know what to do if menopause or perimenopause symptoms were affecting a colleague’s ability to do their job”. With more men than women in management positions, there is a clear need for improvement in this area.
Some will hardly know they are going through it, whilst for others the symptoms can be so frightening and life changing that people often think there is something more concerning going on – like early onset dementia. The NHS website lists the symptoms but the ones that will particularly affect someone at work are:
Menopause mental health symptoms
- changes to mood: depression, anxiety, mood swings and low self-esteem
- problems with memory or concentration (brain fog)
Physical symptoms of menopause
- hot flushes which can cause dizziness
- difficulty sleeping resulting in tiredness (and the above mental health symptoms)
- palpitations
- headaches and migraines that are worse than usual
- muscle aches and joint pains
- light-headedness and fainting
The British Menopause Society found that 47% of women that needed a day off because of their symptoms, didn’t feel able to tell their employers the real reason why. Whilst some symptoms will affect work life so much that it feels like giving up work is the only option. According to The Menopause and the Workplace report by the Fawcett Society and Channel 4, one in ten women left their job due to their symptoms. This can have a devasting effect on an individual and of course it can be detrimental to organisations, especially when you take into consideration that menopausal women are the fastest growing workplace demographic this is a high number of experienced and skilled people leaving the labour pool.
The good news is that in most cases the menopause can be managed. Whether that be by medical intervention or by managing symptoms or both. At work, reasonable adjustments can be made to help manage symptoms and ACAS has some very helpful advice on its website but essentially they advise:
- being flexible where possible to assist symptom management
- allowing work from home when practical
- allowing breaks when needed
- providing a private area for rest and to help manage symptoms
- allowing time off if they cannot carry on working that day
- changing certain duties
- where appropriate, letting the individual have control over their working environment, for example having a desk next to a window that opens or providing them with a fan
Whilst the NHS menopause guidance suggests that line managers should:
- share details of the support available
- reassure employees that they can ask for support
- increase their own knowledge and awareness of symptoms
- form links with occupational health and employee assistance programmes to understand how they can support staff
- encourage attendance at support groups and peer networks
- have health and wellbeing conversations with staff to consider whether any reasonable adjustments are needed
- consider offering flexible working
The Fawcett Society and Channel 4 report found that eight out of ten women say their employer hasn’t put anything in place to help those going through menopause. Whilst People Management have stated that 60% of FTSE 100 companies have failed to publish menopause policies. Addressing menopause in the workplace is not just about supporting individual employees; it is also about promoting diversity and inclusion. Menopause is an experience that affects half of the world’s population, and failing to recognise its impact sends a message that women’s health concerns are not a priority. Implementing a menopause policy helps to set expectations and give a clear signal that there is an understanding of the subject and a willingness to support those affected by it.
The menopause can have a significant impact on the physical and emotional well-being of individuals, and it is important that employers recognise and understand the unique challenges faced by their employees during this time. We can help you find out whether your organisation is providing enough support by gathering valuable insights and feedback from employees who may be experiencing menopause or working alongside colleagues going through it. We can include relevant questions in your next survey, allowing you to take the necessary steps towards creating a more inclusive and supportive work environment. Together, let’s make a difference in the lives of those navigating through menopause in the workplace! Contact us now!
Please note
Whilst we predominantly talk about women in relation to the menopause in this blog, we also recognise that it can impact some transgender and non-binary people who will require support and flexibility relevant to their needs.
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