Menopausal women are the fastest growing demographic in the workplace. Women in their 40’s and 50’s are often at the peak of their career and then perimenopause hits. With a wide range of symptoms the experience of the menopause is different for everyone and there is no way of knowing when it will start, how long it will last or what the effects will be.
Some stats
The average age of the menopause is 51.
But symptoms start at 40.
1 in 10 leave their jobs due to the symptoms being so debilitating and often being to embarrassed to discuss them.
But 25% think about leaving their job.
18% of the workforce is menopausal.
46% do not disclose their symptoms for fear of being perceived negatively.
For years there have been negative connotations with the menopause, a feeling of getting old and no longer being seen as capable or relevant. There is the perception that the worse thing about menopause are the hot flushes, which are viewed with a source of amusement. Many symptoms are just not the sort of thing anyone really wants to talk to work colleagues let alone their boss about. So it is not surprising that many women don’t feel comfortable talking about the menopause.
In the course of my job I have spoken to lots of women suffering with the menopause and lots of them have struggled with anxiety, not wanting to give presentations or go to the office, panic attacks or just a generally feeling that they aren’t coping as well. The toll on mental health is, for many women worse than the physical symptoms.
So what can businesses do?
Reducing stigma, raising awareness and encouraging open dialogue is a start. The menopause is a natural occurrence which all women go through and they should not feel embarrassed to talk about it. Educating managers and employees about the menopause and how debilitating it is encourages an open dialogue and normalises the conversations. Create an environment where women know they can discuss the menopause and not be judged.
Train managers so that they understand the symptoms and how wide ranging they are. Give them the skills to feel comfortable approaching and having the conversation and to discuss how they can support. Have menopause champions and menopause groups where employees can meet for support and tips with other employees who are going through the same thing. As the symptoms are different for everyone often support groups are useful as women may not realise they are perimenopausal and it can encourage them to seek medical advice.
What reasonable adjustments can be made.
As the menopause is different for everyone sitting down and discussing how they are struggling and what they need is the first step.
Having a human approach and allowing women to manage their working arrangements, for those who work in an office working from home on days when they are struggling. Implementing a flexible working approach. Not penalising women for absence during this time, understanding the symptoms and what makes them worse and what they need to manage them.
Are there practical steps which can be taken, working in a cooler area, if someone is anxious, are there elements of the job which could be supported, extra breaks and access to employee assistance programme or counselling.
The menopause could be considered a disability if the symptoms are having a substantial and ongoing impact on someone day to day life. Bearing in ming the average length of the menopause is 7 years, but can last 14 years, it could certainly be deemed disabling. As such employers need to ensure they take the menopause seriously and don’t dismiss menopause symptoms. In addition, losing women with skills and experience from the workplace is costly.
Final thoughts
The menopause will affect all women at some point, businesses need to ensure they have training, encourage conversations and have a culture of openness and sensitivity around the menopause. “Banter”, jokes and demeaning comments should be stopped as this discourage women to talk about it. Have conversations about symptoms and what is needed to alleviate them and help women to keep doing their jobs to their capabilities. Women shouldn’t be penalised for going through a natural stage in their lives and they shouldn’t have to leave jobs and career they have worked hard for.
